The Enviva team is driven by our shared vision for a renewable energy future. We are a fast-growing, purpose-driven, global energy company specializing in delivering sustainable wood bioenergy solutions. We are the world’s largest producer of sustainable wood pellets, which provide a low-carbon alternative to fossil fuels.

Enviva is seeking a Sr. Manager, Diversity, Equity, and Inclusion. As a member of the leadership team, the Sr. Manager, Diversity, Equity and Inclusion (DE&I) will advance the Company’s commitment to fostering a high performance company that leverages diversity of thought, background, and identity in its employees to further our company mission of displacing coal, fighting climate change, and growing more trees. Forging a shared sense of responsibility among our employees and corporate stakeholders will be an essential element in realizing this larger goal. This position will report directly to the Vice President of Equity, Inclusion and Impact (VPEII), and will support the execution of the company’s strategy for inclusive operational excellence.


  • Support the VPEII and other senior leaders in setting diversity strategy for the company.
  • Work with HR to recruit and retain candidates of diverse backgrounds not traditionally represented in most corporate energy and manufacturing workforces.
  • Partner with VPEII to update and deliver annual diversity plan to the leadership key stakeholders.
  • Develop and operationalize initiatives, benchmarks and appropriate metrics aligned with the diversity strategy and plans to ensure their success.
  • Act as a leadership voice in enabling and ensuring Enviva adheres to its values and is an inclusive company for all stakeholders.
  • Convene appropriate leaders from across departments to develop and execute diversity and inclusion programming and initiatives for diverse audiences. Ensure successful execution of this programming.
  • Serve as the key point of contact and resource for coordinated response to issues that may arise within the community and/or company as appropriate and proactively work to address potential issues.
  • Coordinate and maintain diversity website, blogs and other social media.
  • Promote a company climate and culture that incorporates cultural competency and continuous learning about multiple varieties of human difference.
  • Build and sustain authentic, collaborative working relationships with external diverse communities, partners, and stakeholders to help inform Enviva’s inclusion & diversity efforts.
  • Maintain and promote best practices, benchmarking, and current trends in inclusion & diversity; ensure that evidence-based research is used to inform excellence in program and policy development.


  • Bachelor’s degree or equivalent years of relevant professional experience.
  • Minimum 10+ years of work experience, with at least 5+ years working directly within the Diversity, Equity & Inclusion space.
  • Experience leading institutional initiatives, building programs, and promoting diversity in a complex, decentralized environment.
  • Successful track record in strengthening inclusion and diversity through proactive recruitment, training, and inspirational change management.
  • Demonstrated success in the areas of strategic planning, assessment, evidence-based decision making, talent development, and budget management.
  • Expertise in the professional discipline of diversity and diversity management as it relates to societally significant differences including, but not limited to, race and ethnicity, gender and gender identity, sexual-orientation, age, religion, disability, socio-economic status, political affiliation, country of origin, and immigration status.
  • Experience building consensus and fostering collaboration among members of a global organization to engage in collective action.
  • Strong analytical skills including the ability to digest and apply relevant research and data.
  • Strong conceptual skills with the ability to leverage creative and innovation approaches to complex issues.
  • Courageous constitution with the capacity to develop and promote bold strategy and the willingness to stand with leadership when it is the right thing to do.
  • Results-focus that fosters transformative change that aligns with Enviva’s mission and values.
  • Ability to communicate effectively with diverse audiences across differences of power and position.
  • Ability to influence, persuade, and gain the confidence and respect of multiple diverse stakeholders.
  • Ability to travel ~ 25%; primarily to Enviva's other sites/facilities

Preferred Qualifications:

  • Significant understanding and/or experience with Human Resource management in the corporate context. 

EEO Statement

Enviva is dedicated to the principles of equal employment opportunity (EEO) in any term, condition or privilege of employment. Enviva does not discriminate against applicants or employees on the basis of race, color, creed, religion, sex, national origin, age, physical or mental disability, ancestry, marital status, sexual orientation, gender identity or expression, veteran status, uniform service member, genetic information or any other status protected by law. Enviva complies with applicable state and local laws governing nondiscrimination in employment in every location in which we operate.

Apply for this Job

* Required


U.S. Equal Opportunity Employment Information (Completion is voluntary)

Individuals seeking employment at Enviva are considered without regards to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, or sexual orientation. You are being given the opportunity to provide the following information in order to help us comply with federal and state Equal Employment Opportunity/Affirmative Action record keeping, reporting, and other legal requirements.

Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Form CC-305

OMB Control Number 1250-0005

Expires 05/31/2023

Voluntary Self-Identification of Disability

Why are you being asked to complete this form?

We are a federal contractor or subcontractor required by law to provide equal employment opportunity to qualified people with disabilities. We are also required to measure our progress toward having at least 7% of our workforce be individuals with disabilities. To do this, we must ask applicants and employees if they have a disability or have ever had a disability. Because a person may become disabled at any time, we ask all of our employees to update their information at least every five years.

Identifying yourself as an individual with a disability is voluntary, and we hope that you will choose to do so. Your answer will be maintained confidentially and not be seen by selecting officials or anyone else involved in making personnel decisions. Completing the form will not negatively impact you in any way, regardless of whether you have self-identified in the past. For more information about this form or the equal employment obligations of federal contractors under Section 503 of the Rehabilitation Act, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at

How do you know if you have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.

Disabilities include, but are not limited to:

  • Autism
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, or HIV/AIDS
  • Blind or low vision
  • Cancer
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or hard of hearing
  • Depression or anxiety
  • Diabetes
  • Epilepsy
  • Gastrointestinal disorders, for example, Crohn's Disease, or irritable bowel syndrome
  • Intellectual disability
  • Missing limbs or partially missing limbs
  • Nervous system condition for example, migraine headaches, Parkinson’s disease, or Multiple sclerosis (MS)
  • Psychiatric condition, for example, bipolar disorder, schizophrenia, PTSD, or major depression

1Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.