Our mission at the Minnesota Vikings is to Advance the Vikings legacy through the passionate pursuit of excellence.

We strive to achieve, we put the team first, we seek to learn, we exhibit high character, and we are committed to a diverse, equitable and inclusive environment.

SUMMARY: The Manager, Talent & Inclusion plays a critical role in strengthening how we attract, engage, and retain high-performing talent in ways that reflect our values and strengthen our culture. This role sits at the intersection of talent acquisition, employee engagement, and culture-building, serving as a connector between hiring efforts, Employee Resource Groups (ERGs), and broader organizational priorities.

The Manager partners closely with the People & Culture team, hiring managers, and employee resource groups to ensure our talent strategies are inclusive, authentic, and aligned with our values and business needs, while also overseeing the Associate Leadership Development Program.

ESSENTIAL DUTIES AND RESPONSIBILITIES INCLUDE BUT ARE NOT LIMITED TO:

Talent Engagement & Pipeline Development

• Partner with internal stakeholders to support inclusive hiring strategies across business functions.
• Build and maintain relationships with external talent partners, educational institutions, professional organizations, and community-based pipelines.
• Support recruiting efforts by advising on outreach strategies, candidate experience, and fair/equitable hiring practices.
• Identify opportunities to strengthen early-career, internship, and emerging talent pipelines.
• Track and report on recruitment and retention data and other people analytics.

• Oversee the Associate Leadership Development Program, including recruitment, coordination, and ongoing support for participants.

Employee Resource Groups (ERG) Oversight & Strategy

• Provide strategic guidance and operational oversight for six Employee Resource Groups, ensuring alignment with organizational goals.
• Partner with ERG leaders to support annual planning, budgets, programming, and leadership development.
• Help ERGs translate employee insight into actionable feedback for leaders and staff.
• Support ERG leaders in storytelling and impact measurement to demonstrate value across the organization.

Talent Engagement & Culture Initiatives

• Support initiatives that strengthen employee engagement, belonging, and connection across the employee lifecycle. 
• Collaborate with People & Culture team on engagement survey insights, retention trends, and culture-related priorities.
• Sit on key project teams that drive multicultural fan engagement opportunities (including Training Camp, Girls Flag Football)
• Help elevate internal storytelling around talent, culture, and engagement impact. 

QUALIFICATION REQUIREMENTS:

• 3-5+ years of recruiting, talent acquisition, or talent pipeline development, with demonstrated expertise in developing talent pipelines, assessing incoming candidates, and partnering effectively with hiring managers on inclusive hiring practices.
• Demonstrated passion for diversity, equity, and inclusion principles, with a commitment to advancing equitable and inclusive talent practices.
• Demonstrated ability to partner across functions and influence without direct authority; particularly the ability to build trusted partnerships with hiring managers.
• Strong facilitation, program execution, and communication skills.
• Analytical mindset and ability to leverage data for informed decision making.
• Ability to balance strategic thinking with day-to-day execution.
• Experience supporting or leading ERGs, affinity groups, or employee networks preferred.
• Existing relationships with external talent partner institutions desirable.

CONFIDENTIALITY REQUIREMENTS: This position may require the individual to have access to confidential records and information. To successfully perform this position, confidentiality of the information with which the individual has contact must be maintained.

PHYSICAL DEMANDS: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

• Ability to perform physical tasks such as lifting and moving boxes, etc. 
• The ability to stand or walk for long periods of time. 
• The ability to sit at a desk for long periods of time. 
• Game days will require the person to navigate the stadium, premium areas, etc.

WORK ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

• Standard office for regular office hours, on-site events

The Minnesota Vikings are committed to creating and sustaining a culture for you. Whoever you are, we are an organization that embraces and empowers people of all backgrounds and experiences and incorporates diversity, equity, and inclusion into the foundation of everything we do. We are proud to have a culture that empowers our people to harness their uniqueness to develop their full potential as a contributor to the success of the organization and the communities we serve. The Minnesota Vikings are an equal opportunity employer, and we continue to commit to creating equitable opportunities by ensuring that our place can be anyone’s place.