Social Impact Manager

Smartsuite; Newport Beach (CA); On-site; USD 90,000 - 130,000; Full time

Job summary

Capitolis in Newport Beach is seeking a Social Impact Manager to lead DEI and community engagement within the ESG social pillar. You will drive metrics, automate data collection, and map initiatives to external reporting standards.

Work with HR, ESG leadership, and Communications to ensure accurate disclosures and visible progress; you will create dashboards, coordinate workforce data, and report on social initiatives.

Qualifications

• Lead DEI and community engagement initiatives
• Track diversity, engagement and community impact metrics
• Automate survey and data collection for social programs
• Link social initiatives to ESG frameworks and disclosures
• Coordinate with HR on workforce data and policies
• Report social pillar progress to ESG leadership

Responsibilities

• Lead DEI and community engagement initiatives
• Track diversity, engagement and community impact metrics
• Automate survey and data collection for social programs
• Link social initiatives to ESG frameworks and disclosures
• Coordinate with HR on workforce data and policies
• Report social pillar progress to ESG leadership

Skills

DEI leadership

Data analytics

Stakeholder engagement

Reporting & dashboards

Job description

SmartSuite for the Social Impact Manager

The Social Impact Manager leads diversity, equity, inclusion and community engagement initiatives, the social pillar of ESG. They track diversity metrics, engagement scores and community impact, automate data collection and link initiatives to ESG frameworks and external disclosures.

Reports to:

ESG Program Director

What you own

The Social Impact Manager leads diversity, equity, inclusion and community engagement initiatives, the social pillar of ESG.

• Lead DEI and community engagement initiatives
• Track diversity, engagement and community impact metrics
• Automate survey and data collection for social programs
• Link social initiatives to ESG frameworks and disclosures
• Coordinate with HR on workforce data and policies
• Report social pillar progress to ESG leadership

At a glance

The GRC processes this role owns, touches and depends on.

Owns

accountable for the process

ESG

Touches

contributes or approves

Reporting

Depends on

consumes its output

Policy management

How the GRC processes connect

Three lines of defence set the frame; the chain shows where each process hands off to the next. Colours follow the Social Impact Manager: navy is owned, blue is touched, grey is depended on.

1. First lineThe business and its control ownersRun the processes, own the controls, fix the issues
2. Second lineRisk, compliance and the domain programmesSet the frameworks, assess, monitor and advise
3. Third lineInternal auditIndependent assurance to the board and audit committee

Reporting lines

Who this role reports to, who reports to them, and the peers they work with most.

Reports to

ESG Program Director

Works closely with

HR Operations Manager

ESG Analyst

Communications Director

How SmartSuite supports the Social Impact Manager

The Social Impact Manager owns the social pillar of ESG, from DEI and community programs to the workforce data behind them, answering to the ESG Program Director for disclosable progress. SmartSuite holds social metrics and initiatives linked to the frameworks they report under, so disclosure is drawn from the program rather than assembled from it.

Lead DEI and community programs you can measure

Every initiative tied to the metric it moves

DEI programs, community engagement and governance improvements run as structured initiatives with owners, timelines and the metrics each one is meant to move. Progress against targets shows on the dashboard rather than in a slide prepared for the quarterly review.

Surveys collected on a schedule, not on request

Employee Engagement & Surveys and automated data requests run on recurring workflows, so engagement scores and diversity metrics arrive from departments without manual follow-up. The collection schedule is the program's, not whoever remembered to ask.

Workforce data drawn from headcount records

Workforce composition data from Workforce Planning & Headcount Management and pay data from the HR system feed the social metrics directly, with calculations and evidence kept with their audit trail, so the gender pay gap or EEO-1 figure is traceable to its source.

Work with HR, the ESG Analyst and communications

HR policies linked to the metrics they shape

Policies the HR Operations Manager owns link to the social metrics and initiatives they affect, so when a policy changes, the program sees which disclosure it touches. Cross-functional visibility means HR and ESG read the same numbers.

One mapping serves CSRD and the investor request

Social metrics are mapped by the ESG Analyst to GRI, SASB and ESRS requirements with structured mapping tools, so your initiative data serves the CSRD disclosure and the investor request without being reformatted for each.

Narratives for communications drafted with the AI Assistant

The AI Assistant in a SmartDoc field drafts the disclosure narrative, the internal summary or the insight report from the social data on file, giving the Communications Director a draft grounded in the figures rather than a request for them.

Report the social pillar to the ESG Program Director

The pillar's position without a separate report

Real-time ESG dashboards show performance trends, progress against targets and compliance status for the social domain, so the ESG Program Director sees the pillar's position without a separate report and you spend the meeting on what to change.

Evidence behind every social disclosure

Metrics, evidence, assessments, calculations and approvals keep complete histories for internal or external audit, so a modern slavery statement or a pay transparency figure can be traced to its data and its approver when assurance asks.

Owners, reviewers and approvers on each metric

Oversight structures assign an owner, a reviewer and an approver to each social metric and initiative with automated governance workflows, and granular permissions protect sensitive workforce data from anyone outside the program.

ESG. Centralizes social metrics and program tracking with survey automation and HR metric tracking.Reporting. Links initiatives to ESG frameworks and supports external disclosures with evidence.

Products this role uses most

ESG & Sustainability Management

Track and report ESG performance with structured workflows, regulatory alignment, and real-time visibility into sustainability metrics and initiatives.

Employee Engagement & Surveys

Capture employee feedback, measure engagement, and drive improvement with surveys and real-time insights.

Workforce Planning & Headcount Management

Plan and manage workforce growth with real-time visibility into headcount, hiring, and organizational structure.

Industry reference

The GRI 400-series standards, SASB human-capital metrics and the ESRS S1 to S4 standards under CSRD define social disclosures: workforce composition, pay, health and safety, community and value-chain impacts. ISSB IFRS S1 requires material social matters to be reported alongside climate.

Statutory reporting shapes the data: UK gender pay gap reporting, the EU Pay Transparency Directive (transposition deadline 7 June 2026), US EEO-1 filings and modern slavery statements under the UK and Australian Modern Slavery Acts. Healthcare and public sector bodies carry equality duties under their own statutes; financial firms and technology companies answer investor and customer requests for human-capital data.

Related roles

ESG Program Director

Frequently asked questions

The Social Impact Manager owns the social pillar of ESG: the diversity, equity, inclusion and community engagement initiatives, the diversity, engagement and community impact metrics behind them, the survey and data collection that feeds those metrics, the link from each initiative to ESG frameworks and external disclosures, and the coordination with HR on workforce data and policies. They report social pillar progress to the ESG Program Director. As ESRS S1 to S4 and ISSB S1 take hold, the evidence behind each number matters as much as the number.

ESG & Sustainability Management centralizes social metrics and program tracking with survey automation and HR metric tracking, so the DEI initiatives, their targets and the workforce metrics that measure them sit in one place, with Employee Engagement & Surveys collecting the engagement data on a schedule rather than by an annual scramble. The Social Impact Manager sees each initiative against its metric, and Workforce Planning & Headcount Management holds the headcount data the workforce metrics are built from.

SmartSuite links initiatives to ESG frameworks and supports external disclosures with evidence, so a community program or a pay equity initiative is mapped to the GRI 400-series, SASB or ESRS S1 to S4 disclosure it supports, and the evidence for the disclosed figure is attached to the initiative. The Social Impact Manager can show the ESG Analyst where each social disclosure comes from, and the Communications Director can quote a number knowing its source is recorded.

From the same records the initiatives are tracked in, so the report to the ESG Program Director shows each initiative's progress against its metric, the survey results behind the engagement figures and the disclosures each initiative supports, without a separate reporting pack. Because the social pillar sits in ESG & Sustainability Management with the environmental and governance pillars, the director sees it in the same view as the rest of the program. Progress questions are answered from the record.

The list of initiatives with their owners and targets, the metrics the organization already reports, such as workforce composition or pay gap, and the current surveys. New customers can start with SmartSuite Onboarding, a guided four-week program around one or two priority workflows; the first workflow is initiative tracking against the metrics already reported. Statutory filings such as EEO-1, UK gender pay gap or modern slavery statements become disclosures the initiatives link to. The HR Operations Manager's cooperation on workforce data is the main dependency, and the shared record makes it easier to sustain.

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