Companies worldwide are placing a new emphasis on culture. They’re investing in understanding their company culture, building a culture that supports their employees and goals, and communicating their unique culture to job seekers.


With so much emphasis on company culture, placing responsibility for culture-related efforts in the hands of one expert can yield results. Here’s how to think about what culture executives do and how a director of company culture might fit within your organization.

What Does a Director of Culture Do?


The role of “director of company culture” is relatively new. Yet many of the tasks taken on by a director of culture are familiar to business leaders. Depending on the needs of the organization, a director of culture may:


  • Clarify company values and connect them to company processes,
  • Design leadership programs to help employees connect daily tasks to company values,
  • Evaluate, manage, and improve employee development and work processes,
  • Understand, shape, and communicate company culture as part of an overall employment brand.

When Do You Need a Director of Culture?


Many companies have begun taking steps to identify, shape, and communicate company culture in a conscious way. Early efforts to shape culture were typically distributed among various company leaders and employees, however. Several people might each work on a piece of the process, but no one person was responsible for drawing those pieces together into a consistent whole.


If you’re wondering where the impacts are from your work on culture, a director of culture can help draw those connections. Likewise, if you feel as if culture-related projects start only to stall, a director of culture can keep these efforts on track.


How to Evaluate Candidates for a Director of Culture Position


When looking for a director of culture candidates:


  • Find out what culture means to them, both generally and in terms of your organization specifically.
  • Ask them how they measure success in their role. Look for concrete, quantifiable results that can easily be shared with employees and other stakeholders.
  • Discuss how their work will interconnect with existing departments and roles, including which resources they will need.

If you’re considering an executive culture leadership position in your company, talk to the team at Odell Studner.

We’ll help you weigh the factors involved and connect you to outstanding skilled talent to help you move your business forward. Contact us today to learn more.