Job DescriptionHow will this role impact First Command?The Director, Inclusion & Culture will significantly contribute to and support the creation of an enterprise culture strategy that strengthens belonging, accountability, engagement, trust, and organizational effectiveness across the enterprise. The Director will partner with executives, Human Resources, and business leaders to help translate First Command's values into clear leadership expectations and ways of working that help the organization serve more military families even better.
This role requires a strategic, hands-on culture leader who can influence enterprise priorities, support sustainable systems, use insights to guide decisions, and help leaders and employees create a workplace where people feel respected, heard, connected, and empowered to contribute.
What will the employee do in this role?Culture Strategy - Support the development and execution of an enterprise inclusion and culture strategy aligned with First Command's mission, values, and business priorities.
- Help translate culture strategy into leadership behaviors, operating norms, tools, and experiences across the enterprise.
- Advise executives on culture, belonging, employee experience, leadership effectiveness, and organizational change.
- Support cross-functional initiatives that embed inclusion, accountability, trust, and psychological safety into how work gets done.
Employee Experience, Belonging & Community- Build scalable approaches that strengthen employee connection, recognition, engagement, and belonging.
- Support employee listening through surveys, focus groups, listening sessions, and feedback loops; translate insights into action.
- Oversee the inclusion community at First Command by guiding employee resource groups, clubs, culture champions, Campus Life, and other employee communities so their work supports business and culture priorities.
- Create opportunities for employees to build relationships, contribute perspectives, and develop new capabilities.
Leadership Capability & Shared Accountability- Equip leaders with resources, coaching, and decision tools that strengthen inclusive leadership and team effectiveness.
- Establish culture measures and accountability practices for leaders and governance partners.
- Partner with executive sponsors and cross-functional councils to sustain focus, visibility, and coordinated execution.
- Build a network of leaders and culture champions to help activate strategy locally and sustain enterprise momentum.
Business Integration & Multicultural Insights- Develop multicultural insights that help First Command better understand employees, advisors, military families, and communities.
- Partner with business teams to apply cultural insights to products, services, communications, and client experiences.
- Embed an inclusion lens into strategic planning, policy design, talent decisions, transformation efforts, and operational processes.
- Monitor external trends and partnerships that strengthen market relevance, employer reputation, and community connection.
Measurement, Talent & Organizational Health- Manage measures for engagement, belonging, psychological safety, retention, advancement, leadership behaviors, and organizational health.
- Turn workforce data, employee feedback, and external research into recommendations, action plans, and executive reporting.
- Partner with HR teams to embed inclusion across recruiting, onboarding, development, performance, succession, and retention practices.
- Assess policies, practices, systems, and employee experiences to identify barriers and strengthen fairness, accessibility, consistency, and trust.
What roles will this employee lead? This role does not have direct reports. Success depends on enterprise influence, executive credibility, strong partnerships, disciplined leadership, and the ability to mobilize people across functions. The Director will support cross-functional teams and governance efforts, coach leaders, and coordinate internal and external partners to help deliver measurable outcomes.
What skills and qualifications does this employee need? Education- Bachelor's degree required; advanced degree in organizational development, human resources, business, industrial-organizational psychology, leadership, or a related field preferred.
Work Experience- 10+ years of progressive experience in organizational culture, inclusion, employee experience, human resources, or a related discipline.
- Proven success contributing to enterprise-wide culture or transformation initiatives with measurable organizational impact.
- Experience advising senior leaders, influencing across a matrixed organization, and translating employee insights and workforce data into action.
- Experience connecting culture and talent practices to business priorities, client needs, and organizational performance.
- Familiarity with responsible technology, AI adoption, employee listening, leadership development, or culture measurement preferred.
Certifications - Relevant certification in human resources, organizational development, change management, culture, inclusion, coaching, employee experience, preferred.
Required Knowledge, Skills and Abilities- Ability to contribute to and help operationalize enterprise culture and inclusion strategies.
- Strong executive presence, influence, facilitation, coaching, and stakeholder management skills.
- Skilled at using employee listening, workforce data, and external research to identify priorities and measure progress.
- Ability to build scalable programs that strengthen belonging, engagement, trust, recognition, and employee connection.
- Sound judgment in applying culture insights to talent practices, transformation efforts, responsible technology adoption, and client experiences.
- Strong program leadership, communication, change management, and partnership skills.
- Impeccable integrity and ability to handle sensitive information confidentially and with the utmost professionalism.
- Excellent active listener.
- Servant leader who embodies First Command values of courage, love and effectiveness.
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