About Harry’s

Harry’s is a men’s grooming brand that offers high quality shave, body, hair, and skin care products at an exceptional value. Launched in 2013, Harry’s redefined the shaving experience and helped pioneer the earliest era of direct to consumer in the process. Since then, the brand has become the #2 shave brand globally and expanded to offer products for every step in its customer’s routine. Harry’s is also on a mission to ensure guys have access to quality mental health care. To date, the brand has helped connect over 2 million men to quality mental health resources.

Harry’s is part of Mammoth Brands, the modern CPG company behind category-leading brands Harry’s, Flamingo, Lume, Mando, and Coterie. Driven by a mission to “Create Things People Like More,” the company is creating a new model—and home—for brands, founders, and talent looking to solve unmet needs, improve peoples’ lives and ultimately change the status quo. Even as we grow, we take extra care to maintain the small, scrappy, entrepreneurial culture that helped to get us where we are today: a company that people like more, that better serves its customers, employees, and community. Mammoth Brands is committed to making a positive impact and donated over $20 million through our network of nonprofit partners to date.

About the Role

Mammoth Brands is entering a transformative chapter in our organizational culture. We are evolving our approach to inclusion from a community-based model to a strategic business lever. We are seeking an experienced Senior Manager, Community & Inclusion to lead this evolution, serving as the architect for our Employee Resource Group (ERG) ecosystem and the broader inclusion strategy.

In this role, you will act as a strategic advisor to leaders, employees, and ERG sponsors. You will move beyond event coordination to build the operational infrastructure—governance, metrics, and leadership accountability—that ensures our culture drives tangible business results. We’re looking for an experienced DEI practitioner with a strong HR foundation, who will marry business context, practical experience, and best practices into a single approach.

Role and Responsibilities

Design and execute a comprehensive operational strategy for our ERGs.
Be a present and engaged member of all ERG spaces; host regular meetings and check-ins with ERG leaders and sponsors.
Develop a process for – and own – onboarding and offboarding for ERG leads and sponsors.
Manage budget allocation and ensure ERGs resources are directed to high-impact initiatives.
Serve as the primary point of contact for ERG governance. Provide coaching to ERG Leads as needed; ensure ERGs have the right level of context and information about internal organizational change.
Meet regularly with ERG leaders and sponsors; create community spaces for leaders in those groups.
Maintain an annual ERG calendar of events, supporting ERGs in executing events as needed.
Have a perspective on what successful ERG leadership looks like, and the role it plays in general performance and progression at Mammoth Brands.
Define a professional development roadmap for ERG leaders.
Leadership support
Provide high-touch coaching and constructive feedback to senior executives. Ensure leaders have the right level of context and information to understand how our ERG population and broader community are feeling at any given time.
Develop toolkits, facilitation guides and conflict resolution frameworks for our executive population to support change management.
Collaborate with the broader People Team to ensure inclusion data informs downstream processes in talent acquisition and talent management.
Develop a perspective on metrics that are relevant and meaningful based on our diversity and inclusion strategy; work with the People Operations team to accurately measure and regularly monitor key metrics.
Make the data meaningful to our leadership and broader company audience, by engaging in compelling data storytelling to share outcomes, progress, and challenges.
Partner with the Senior Director of People to define the 1-3 year roadmap for inclusion at Mammoth Brands.
Assess the state and efficacy of current programs; make recommendations on future programming and steps get there.
Assess current training / DEI education; make recommendations on future education at various levels in the organization, designed in support of the broader inclusion strategy at Mammoth Brands.

This should describe you:

5+ years of experience in People Operations, HR Business Partnering, or DEI Program Management.
Demonstrated experience managing Employee Resource Groups (ERGs) or volunteer communities with a focus on operational strategy rather than just event planning. You have a strong perspective on "what good looks like" regarding inclusion strategy and the experience to tailor it to our business needs.
People whisperer and coach, at all levels. You naturally build strong relationships at all levels. You are a sought after coach and thought partner for all employees. Experienced coaching senior leadership (Director/VP+).
Strong data fluency. You translate engagement metrics into business insights; you can design new processes from scratch and drive adoption.
An "HR Generalist" at heart. You understand the broader People ecosystem. You are familiar with how inclusion intersects with People Business Partner (PBP) work, compensation, hiring, and people analytics.
Growth-minded. You have an idea of where to start, but understand and are open to that not being the best or only course of action. You aren’t afraid to admit to when you’ve made a mistake or don’t know the right next step.
An experienced advocate. You’ve supported employees, leaders and the broader company on a change curve before; you’re not afraid to speak up, and you know how to do it kindly but firmly.

Who you'll work with:

This role reports to Mary Holtzhauser, Sr Director of People at Mammoth Brands.
This role supports our global employee population, with a specific focus on supporting our eight Employee Resource Groups and their respective leadership sponsors.

Benefits and perks

Medical, dental, and vision coverage
401k match
Equity in Mammoth Brands
Flexible time off and working hours
Wellness and L&D stipends
4 weeks sabbatical after 5 years, 6 weeks after 10 years, and 8 weeks after 15 years
20 fully paid weeks off for parents who give birth, or 16 fully paid weeks off for all other paths to parenthood
Fun IRL and virtual events including happy hours, team building events, and parties on our rooftop
Free products from all of our brands

The Mammoth Brands working model is in-office Tuesday, Wednesday, and Thursday. Our beautiful 70,000 square foot SoHo office is decked out with bagels on Wednesdays and lunch on Thursdays, and fully stocked kitchens with snacks, coffee, and drinks everyday. Can’t forget the free products and the opportunity to have some meetings without Zoom!

We can’t quantify all of the intangible things we think you’ll love about working at Mammoth Brands, like the exciting challenges we tackle, the smart and humble team you’ll get to work with, and our supportive and inclusive culture. That said, our salary ranges are based on paying competitively for our size and industry, and are one part of our total rewards package, which also includes a comprehensive set of benefits and our equity program. The base salary hiring range for this position is $135,000-$155,000, but the final compensation offer will ultimately be based on the candidate’s location, skill level and experience.

Mammoth Brands is committed to bringing together individuals from different backgrounds and perspectives. We strive to create an inclusive environment where everyone can thrive, feel a sense of belonging, and do great work together.

Mammoth Brands is an Equal Opportunity Employer, providing equal employment and advancement opportunities to all individuals. We recruit, hire and promote into all job levels the most qualified applicants without regard to race, color, creed, national origin, religion, sex (including pregnancy, childbirth and related medical conditions), parental status, age, disability, genetic information, citizenship status, veteran status, gender identity or expression, transgender status, sexual orientation, marital, family or partnership status, political affiliation or activities, military service, domestic violence victim status, arrest/conviction record, sexual or reproductive health decisions, caregiver status, credit history immigration status, unemployment status, traits historically associated with race, including but not limited to hair texture and protective hairstyles or any other status protected under applicable federal, state and local laws. Mammoth Brands' commitment to providing equal employment opportunities extends to all aspects of employment, including job assignment, compensation, discipline and access to benefits and training.

We respect the laws enforced by the EEOC and are dedicated to going above and beyond in fostering diversity across our company.

Harry's

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