Manager of Culture

ESSENTIAL DUTIES AND RESPONSIBILITIES

• Leads the development and execution of the enterprise culture strategy, ensuring culture priorities align with organizational goals, support business performance, and employee engagement.
• Leads and develops direct reports while providing leadership through influence across cross-functional teams, project participants, and culture champion networks to drive execution, alignment, adoption, and accountability for enterprise culture initiatives.
• Designs, implements, and sustains culture initiatives and experiences that reinforce desired behaviors and foster a consistent organizational experience across the enterprise.
• Oversees the ongoing management and effectiveness of culture programs, platforms, and engagement resources, including recognition systems, employee engagement tools, culture-focused activities, and digital resources.
• Maintains culture metrics and key performance indicators, leveraging employee feedback, organizational assessments, survey data, focus groups, and other listening mechanisms to evaluate effectiveness and identify opportunities for improvement.
• Provides leaders with actionable insights and recommendations on culture trends, organizational strengths, risks, and opportunities, using data to inform decision making and drive continuous improvement efforts.
• Translates survey insights and organizational data into clear themes, implications, and recommendations that inform leaders and shape enterprise culture strategies.
• Promotes culture principles into programs, organizational processes, leadership practices, and change initiatives by partnering with leaders in Human Resources, Communications, and other areas.
• Leads culture related projects, facilitates sessions, and delivers training.
• Reviews vendor proposals, monitors quality of material, manages cost, and assesses effectiveness.

Qualifications

• Knowledge of organizational culture principles, employee engagement strategies, change management methodologies, and organizational effectiveness practices.
• Knowledge of digital employee experience, recognition, engagement, collaboration, or communication platforms, as well as emerging technologies that support culture and workforce effectiveness.
• Knowledge of change management, employee experience, organizational development, and behavioral science principles, with the ability to apply these concepts to enterprise-wide initiatives.
• Excellent oral, written, and interpersonal communication skills, including the ability to communicate complex concepts clearly and influence stakeholders at all levels of the organization (including the Board).
• Strong analytical, organizational, and problem-solving skills, with the ability to synthesize quantitative and qualitative data, identify trends, and translate insights into actionable recommendations.
• Demonstrated ability to measure and evaluate culture initiatives through surveys, assessments, focus groups, listening strategies, participation metrics, and other organizational data sources.
• Demonstrated consulting and relationship management skills, with the ability to build trusted partnerships, influence decision-making, and drive alignment across leaders, teams, and stakeholders.
• Ability to develop and maintain dashboards, performance measures, and executive-level reporting that communicate the effectiveness, adoption, and business impact of culture initiatives.
• Ability to perform work or attend meetings at locations outside the office, as required.