Director of Engineering, Leadership Development
Culture begins with those in leadership. The main purpose of this role is to build the best Tech and Engineering culture by building the best Tech and Engineering leadership team in Silicon Valley, with a strong focus on first time managers or line managers. This person will develop, deliver, and facilitate content and peer learning strategies for Lyft’s managers in the Tech org, and, where appropriate, will expand that content to managers in other orgs at Lyft. To ensure that Lyft’s Tech culture is inclusive of typically underrepresented groups, all curricula and mentoring activities will include a focus on mitigating bias in management and company processes. This role also entails proactively mentoring underrepresented team members and working with their managers to help them lead through a multicultural lens.
Responsibilities to Managers:
Form a committee to establish management principles or values, and work with the existing leadership interview team to incorporate these principles into our existing interview process
Interview Engineering Manager (EM), Director, and VP candidates
Hold open office hours for any EM or Director for career related mentoring, reviewing performance related feedback for team members, or discussing inclusivity challenges without judgment
Setup and facilitate peer mentoring forums and topic-based roundtables
In collaboration with Lyft’s Learning & Development team, develop on-boarding and continuing education for managers or individual contributors (ICs) who wish to become managers, with a specific focus on Tech Managers (content could be expanded past Tech where applicable). Possible topics include:
How to build a team (working with recruiters, hiring for diversity, building a balanced team)
Giving and receiving feedback (avoiding bias, performance management, etc.)
Developing your team (being an effective sponsor, shepherding team members through the promotion process, investing in diverse talent)
Other topics as requested
Responsibilities to ICs:
Connect with the incoming lead of I&D, and embed in ERGs across Lyft as a participating member (not a lead) to maintain a connection with the concerns of each group, with an initial focus on Uplyft Tech, Forward, and Unidos
Develop onboarding and continuing education for ICs. Possible topics include:
What to expect from your manager and how to get help when you need it
How to develop your career (mentorship, sponsorship, self advocacy, etc.)
Giving and receiving feedback (avoiding bias, managing up)
other topics as requested
Setup and facilitate roundtables for Lyft’s most senior ICs, to hold them accountable for developing and mentoring a diverse set of junior ICs
Work with the People team and Tech leadership to execute on a Sponsorship program for high potential team members (with specific guidance for sponsoring underrepresented talent)
Hold open office hours for any IC in the Tech org for career or manager related mentoring, reviewing feedback or self reflections, editing promotion packets, etc.
Proactive reach outs and 1/1s with underrepresented team members on a rotating basis
Responsibilities to the external community:
Represent Lyft at conferences and other external events, on topics related to engineering culture, D&I, and effective management
Publish blog posts on effective and inclusive leadership
Mentor up and coming engineering leaders from other tech companies, specifically companies who are committed to closing access gaps
Coordinate the Tech Diversity Working Group, bringing together Engineering leadership, ICs, and People team members to execute on initiatives related to Diversity & Inclusion.
Act as an Executive Sponsor for Uplyft Tech, raising concerns from underrepresented team members to Tech and People team leadership.