Senior Director - Culture & Purpose

The Sr Director of Culture and Purpose is a strategic leadership role responsible for interpreting, designing, and implementing organizational culture initiatives that align with Marathon Petroleum’s business strategy and support operational excellence across the enterprise. This role serves as the primary architect and steward of culture alignment, working across all business units and functions to embed desired cultural behaviors, remove systemic barriers to change adoption, and drive measurable progress through data-driven accountability.

This role also provides strategic leadership for Creative Services and Conference Services teams, ensuring these capabilities support consistent enterprise communications, events, employee experience, and support company strategy and purpose., Culture Assessment & Strategy Alignment

• Develop and interpret comprehensive culture assessments using employee listening, qualitative research, workforce data, business outcomes, and established diagnostic frameworks to assess current organizational culture across dimensions such as purpose, accountability, identity, safety, and performance measurement

• Leverage Marathon Petroleum cultural strengths to directly support strategic objectives on high-impact business activities and intiatives
• Translate cultural aspirations into clear and actionable behavioral expectations for leaders, teams, and employees
• Define clear “from/to/because” behavioral statements that articulate specific behavior shifts expected across the organization, with clarity on which behaviors must be consistently applied enterprise-wide versus those adaptable to team context

Operationalization & Barrier Removal

• Identify and systematically remove barriers embedded in systems, processes, technology, policy, and management practices that hinder adoption of desired behaviors
• Design and deploy pragmatic, high-impact interventions and nudges that accelerate cultural behavior adoption across the enterprise
• Embed culture frameworks into daily employee workflows, including recognition and reward systems that reinforce values-aligned behaviors rather than outcomes alone

Leadership Alignment & Governance

• Secure and maintain senior leadership commitment by establishing clear accountability structures with process owners and culture champions at all organizational levels, supported by a Business Operations Center of Excellence or equivalent governance model
• Partner with heads of communications and business unit leaders to ensure culture messaging, behavioral expectations, and enablement materials are aligned, consistent, and cascaded effectively
• Empower managers as frontline culture change agents by providing tools, training, and frameworks (e.g., Cultural Behavior Definition Template, Team Cultural Behavior Assessment Survey) to translate enterprise culture into team-specific actions

Measurement & Continuous Improvement

• Establish behavioral KPIs tied to defined behavior shifts and track culture progress regularly using leading indicators and lagging indicators
• Capture and analyze employee sentiment on cultural experiences through surveys, focus groups, interviews, and data analytics to identify cultural translation issues and tensions that impede workflow adoption
• Evaluate the impact of culture initiatives and adjust strategies based on data, employee feedback, and business outcomes
• Communicate culture progress insights to business leaders and refine culture initiatives based on feedback and measurement results to sustain momentum and accountability

Organizational Design & Culture Sustainability

• Define and support process ownership and accountability structures that clarify roles, reduce silos, and embed culture management responsibilities within formal reporting hierarchies
• Foster culture and purpose adoption by identifying, developing, and recognizing process champions and change agents across organizational levels who drive collaboration and embedding culture in daily practices
• Design and oversee ongoing training, mentoring, and communication programs that reinforce accountability, recognize contributions, and ensure culture initiatives remain aligned with business objectives
• Partner with Organizational Effectiveness and Change Management leaders to ensure structural and transformational changes reinforce the desired culture

Strategic Initiatives for Enterprise Context

• Study and integrate high-performing collaboration practices and coordination technologies that enhance cross-functional alignment and reduce silos
• Guide organizational culture and processes that prioritize managing complexity and orchestration-critical for large, multi-site energy enterprises-over speed, fostering a culture of rigor and structured decision-making

Strategic leadership for Creative Services and Conference Services

• Provide strategic direction and governance for Creative Services and Conference Services
• Ensure creative, event, and conference capabilities align with enterprise brand standards, culture priorities, communication objectives, and business needs
• Partner with Communications and business stakeholders to deliver cohesive and engaging enterprise experiences
• Ensure resources are deployed efficiently across competing enterprise priorities

• Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or related field
• 10+ years of progressive HR, organizational development, or change management experience, with at least 5 years in a strategic culture, engagement, or transformation role
• Demonstrated experience implementing large-scale organizational culture initiatives in complex, multi-site or multi-business-unit environments
• Proficiency with culture assessment tools, survey platforms, and people analytics software
• Experience working in or supporting large enterprises (preferably in energy, utilities, operations-intensive industries)
• Strong project management and data visualization skills
• Demonstrated experience providing strategic oversight for creative, events, conference, or other enterprise shared-service functions, including setting priorities, service standards, and performance expectations, * Cultural Diagnostics & Data Analysis: Expertise in assessing organizational culture using frameworks and tools; ability to interpret survey data, sentiment analysis, and behavioral metrics to inform strategy
• Strategic Alignment: Capacity to translate business strategy into cultural imperatives and operationalize abstract cultural goals into measurable behaviors
• Change Management: Deep understanding of how systems, processes, and management practices shape culture; proven ability to design and implement large-scale organizational change initiatives
• Cross-Functional Leadership & Influence: Ability to build coalitions, influence without direct authority, and partner effectively with senior leaders, HRBPs, business unit heads, and managers across the enterprise
• Communication & Storytelling: Skill in articulating the “why” behind cultural change, crafting compelling messages, and using data to galvanize leadership and employee engagement
• Project & Program Management: Capability to manage multiple culture initiatives simultaneously, coordinate across functions, and sustain momentum over time
• Systemic & Process Thinking: Ability to identify and redesign organizational systems (technology, workflows, recognition) to enable cultural behaviors
• Coaching & Enablement: Experience developing managers and leaders as culture change agents; comfort designing and delivering training and toolkits

As an energy industry leader, our career opportunities fuel personal and professional growth.

At MPC, we’re committed to being a great place to work - one that welcomes new ideas, encourages diverse perspectives, develops our people, and fosters a collaborative team environment.