Director, Culture Transformation

At 1-800-GOT-JUNK?, culture isn't a set of values on the wall — it's how we make decisions, solve problems, and deliver for our customers every day.
As we evolve into a multi-product, customer-obsessed organization operating through a Product Operating Model, we're rethinking not just what we do, but how we do it.

We're looking for a Culture Transformation Director to help shape and operationalize that shift. This role will build the frameworks, habits, and systems that make empowered, agile, and customer-driven work scalable across the business. Partnering closely with Program, Strategy, Learning, and Product leadership, you'll help close the gap between cultural aspiration and everyday execution — embedding new ways of thinking, deciding, and collaborating.

This is a hands-on, systems-level role for someone who understands that culture change isn't a campaign — it's the deliberate design of how people think, feel, and interact at work. You'll translate strategy into practice, helping teams move faster, collaborate more effectively, and make better decisions with clarity and confidence.

• Design and embed the One-Team Operating Model and Decision Frameworks that push decision-making closer to the customer and enable faster, more aligned execution.
• Build the frameworks and tools that enable leaders to balance autonomy and alignment — ensuring clear SPAs, defined decision rights, and transparent goals.
• Partner with Technology, Product, and Learning to integrate Lean & Agile mindsets and rituals into daily work.
• Serve as an Agile Coach to teams and leaders — implementing and facilitating retrospectives, sprint planning, and experimentation loops that translate mindset into measurable improvement.
• Measure and improve key empowerment metrics: decision speed, ownership at the team level, and cross-functional collaboration.

• Champion a test-and-learn culture where experimentation is part of everyone's job.
• Launch and sustain the Agile Innovation Loop — making small bets, learning fast, and scaling what works.
• Create lightweight tools and rituals that help teams share insights and retire low-value work.
• Partner with leaders to recognize and celebrate “useful misses” that drive future success.

• Operationalize core cultural frameworks — Feedback & Radical Candor, Working Agreements, the Metrics Hub, and the Customer Insight Hub — to make culture visible, actionable, and measurable.
• Design habit-building mechanisms that reinforce desired behaviors through repetition, reflection, and recognition — turning principles like empowerment, clarity, and transparency into muscle memory.
• Partner with executives to run quarterly Culture Reviews that track empowerment, innovation, and adaptability pulse metrics.
• Ensure tight alignment between culture, organizational design, and our evolving Product Operating Model.

To shift from intention to impact, this role will help teams and leaders visualize the ideal state, understand the current state, and actively close the gap through daily behavior change.
You'll identify and embed new norms to replace legacy habits, focusing on:

1. Legacy project mindsets → Product-centric thinking: Moving from project completion to ongoing value delivery and customer outcomes.
2. Resistance to change → Curiosity and adaptability: Building comfort with iteration, ambiguity, and feedback loops.
3. Cultural vision → Team execution: Ensuring leaders translate “what we value” into “how we behave” — every day, in every interaction.
   

You'll use targeted frameworks, leader enablement, and storytelling to make these behaviors visible, repeatable, and measurable across the business.

• Create conditions for x-functional teams to operate as one system, not a collection of sub-cultures.
• Develop shared language, rituals, and norms that align Product, Tech, Strategy, and Operations teams around a common definition of customer value.
• Introduce cross-team retrospectives and alignment forums to identify friction and reinforce collaboration patterns that accelerate delivery.
• Partner with Business Partners and senior leaders to address cultural barriers that slow alignment or decision-making between functions.

• Act as a trusted advisor to senior leaders, helping them model transparency, clarity, and radical candor.
• Foster belonging and trust through shared rituals, consistent feedback practices, and visible leadership signals.
• Build internal capability by coaching People & Culture partners and senior leaders to sustain transformation independently over time.

• Speed to value: Faster, more frequent delivery of customer value.
• Team maturity: Higher-performing, self-organizing, cross-functional teams.
• Customer focus: Improved alignment to real user needs and feedback.
• Business agility: Greater ability to respond to change and market shifts.
• Employee engagement: Empowered teams with clearer purpose and ownership.
  

You are a culture architect — part strategist, part coach, part designer of systems that help people thrive. You combine empathy and precision, understanding that sustainable change comes from clear frameworks and consistent habits.

• Proven experience leading cultural or organizational transformation in complex, multi-stakeholder environments.
• Deep understanding of Lean, Agile, and Product Operating Models — and how to embed these into team habits and rituals.
• Expertise in leadership development, behavior change, and systems design.
• A track record of building measurable programs that shift how teams work, decide, and learn.
• Exceptional coaching, facilitation, and communication skills — you make frameworks simple, language clear, and change accessible.
• A collaborative, humble leadership style that balances accountability with curiosity, compassion, and courage.
  

• Increased decision speed and percentage of decisions made at the team level.
• Widespread adoption of the Decision Framework, One-Team Operating Model, and Radical Candor practices.
• Growth in experimentation cadence and adaptability pulse scores.
• Measurable lift in speed to value, team maturity, and cross-functional collaboration.
• Clear, consistent cultural signals from leaders — and a workforce that feels more empowered, connected, and capable of driving change.