Solutions Designer (Diversity and Belonging)

About Airbnb

Airbnb was born in 2007 when two hosts welcomed three guests to their San Francisco home, and has since grown to over 5 million hosts who have welcomed over 2 billion guest arrivals in almost every country across the globe. Every day, hosts offer unique stays and experiences that make it possible for guests to connect with communities in a more authentic way.

The Community You Will Join

The Diversity and Belonging (D&B) team operates as a Center of Excellence (COE) and is made up of 3 subteams: Community & Culture, Global Strategy, and Solutions Designers. Solutions Designers build scalable systems and integrate inclusion expertise into People team workstreams and across the employee experience. This role designs solutions that create pull: Talent Partners, managers, and leaders request and use our solutions because they solve real problems well. Success is not measured by relationships cultivated or presentations given. It is measured by adoption rates and whether the solutions we build deliver impact. This is a moment of evolution for the team. You will contribute to the recently established COE delivery model as it evolves — building the kind of cross-functional credibility that makes culture, inclusion and belonging work land. The team invests in your professional development in data-informed and AI-assisted methodologies, and the role carries meaningful leadership exposure across the People organization and the business.

The Difference You Will Make

The D&B Solutions Designer is a builder of equity systems, not a functionally-aligned consultant. This role turns research, data, and strategy into production-ready solutions (e.g. blueprints, toolkits, and strategic programs) that Talent Partners and business leaders can adopt without always requiring ongoing D&B support. The D&B Solutions Designer leads 1-2 workstreams within the COE and contributes to select Employee Experience (EX) team priorities. Designers' work will span across standalone builds, consultation and partnership with EX colleagues as part of time-bound EX priorities, and driving recurring D&B owned annual programs (e.g. external conference and partnership engagement blueprint).

A Typical Day

• Own 1–2 D&B workstreams as DRI (directly responsible individual) — scoping the work, producing the deliverables, managing timelines, and reporting on outcomes to the Sr. Manager, D&B Strategy or Head of D&B
• Translate D&B insights into business language — connect equity data to employee experience metrics, retention outcomes, and business performance; communicate findings to Talent Partner, Talent, and business stakeholders in terms that land with non-D&B audiences
• Produce blueprints and toolkits that are immediately usable by Talent Partners and leaders without D&B needing to co-own the execution — each solution ships with the necessary components (e.g. a facilitator guide, an adoption guide, and at least one outcome measurement mechanism)
• Apply systems thinking to root cause analysis — before designing any intervention, conduct a structured diagnosis of the equity gap being addressed: what is the root cause (systemic vs. behavioral vs. structural), which populations are most affected, and where in the lifecycle does the gap originate
• Build measurement into everything — define baseline metrics and success criteria before any project launches; build dashboards or scorecards that track leading indicators (toolkit adoption, manager training completion) and lagging indicators (promotion parity, attrition by group) for owned workstreams
• Leverage AI and technology to scale reach — identify all relevant workflows where AI tools can increase consistency, reduce bias, or expand reach; build the workflow or playbook and document it so others can replicate it
• Drive adoption and ownership transfer — design an intake, communication, and rollout strategy for each solution; measure activation rates by function; iterate on adoption barriers when adoption falls short; the end goal is not just that partners use the tools or run the program - it's that the work is embedded in how the business operates and no longer depends on D&B to sustain it.
• Lead with a global lens — develop and pressure-test every solution for applicability across Airbnb's international footprint in partnership with regional stakeholders; build those needs into the design
• Stay current on the field — bring at least 2 externally validated equity practices or data points into owned work per year; know what peer companies are doing and where we are relative to current best practice

Your Expertise

• 5–8 years of experience in D&B, HR strategy, organizational effectiveness, or related people work — demonstrated track record of building systems, frameworks, and leading complex cross-functional programs, not just running existing ones.
• Deep equity expertise: you can diagnose systemic root causes, analyze disaggregated data, and design interventions at the level of process or structure
• Experience producing scalable solutions that were actually adopted and used by others without your ongoing involvement
• Experience contributing to and influencing cross-functional People team initiatives where you did not own the primary workstream -- you brought a point of view, shaped the design, and held accountability for the inclusion elements without holding authority.
• Data fluency: you set baselines, define metrics, build dashboards, and measure outcomes — you don't describe your work as