Social Impact Manager
Marketing & Communications
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:
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
Touches
contributes or approves
Depends on
consumes its output
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.
- First lineThe business and its control ownersRun the processes, own the controls, fix the issues
- Second lineRisk, compliance and the domain programmesSet the frameworks, assess, monitor and advise
- 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.
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
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.
ESG Management suiteEmployee 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.
ESG Management suiteWorkforce 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.
ESG Management suiteWork with HR, the ESG Analyst and communications
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.
ESG Management suiteSocial 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.
ESG Management suiteThe 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.
ESG Management suiteReport the social pillar to the ESG Program Director
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.
ESG Management suiteMetrics, 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.
ESG Management suiteOversight 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 Management suiteESG. 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
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
See the roleExplore Further
Guides and definitions from the GRC Knowledge Center and the What-is glossary, chosen for this role.
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.