Director, Culture Transformation

Kyndryl•Somerset, NJ

12h•Remote

About The Position

At Kyndryl, we design, build, manage and modernize the mission-critical technology systems that the world depends on every day. The Director, Culture Transformation is accountable for bringing The Kyndryl Way to life across the enterprise, embedding how we engage (Restless, Empathetic, Devoted) and how we organize ourselves, our work, and our decisions (Flat, Fast, Focused) into the way Kyndryls lead, work, and deliver for customers. This role partners directly with senior leaders to translate Kyndryl’s leadership behaviors into observable actions, operating rhythms, and systems that drive growth, accountability, inclusion, and customer obsession. The role activates the enterprise culture agenda through the behaviors, systems, and symbols that shape day-to-day experience, and is accountable for executing Kyndryl’s engagement action plan as well as for continually evolving the culture program across the organization.

Requirements

Bachelor’s degree required.
10+ years of hands‑on experience designing and leading culture transformation initiatives.
Demonstrated experience where culture was the primary responsibility, not a supporting or rotational function.
Proven track record designing and delivering enterprise-wide culture initiatives with measurable impact on engagement, leadership behavior, revenue, or profit.
Extensive experience advising and partnering with Sr. executives in complex, global, matrixed organizations.
Hands-on experience with engagement and listening platforms (e.g., Glint, Qualtrics, Peakon), including insight-to-action planning at scale.
Experience establishing enterprise governance structures (e.g., culture councils, transformation steering committees) and operating within multi-function partnership models.
Strong business acumen; able to connect culture to business outcomes.
Excellent written and verbal communication; able to influence without authority across levels and geographies.
Strategic and pragmatic.
Strong leadership presence; able to motivate, inspire, and manage change in a dynamic environment.
Collaborative and inclusive style, with a track record of working with global teams.
OCM / Change management.

Nice To Haves

Master’s in Organizational Development, HR, Organizational Psychology, Business Administration, or related field preferred.
Experience in newly independent, post-spin, or actively transforming companies where culture must be intentionally built and continuously evolved.
Experience integrating corporate programs such as recognition, wellbeing, and employee experience into a coherent culture agenda.

Responsibilities

Define and execute Kyndryl’s culture transformation in alignment with business strategy and The Kyndryl Way.
Ensure consistent understanding and application of leadership behaviors across geographies and business units.
Act as a thought partner to executives on culture, leadership effectiveness, and organizational health.
Define and evolve culture framework (behaviors, systems, symbols narratives), enterprise-wide priorities.
Build tools: engagement methods, manager kits, activation guides.
Provide insights: engagement data, attrition signals, culture metrics.
Enable business: coach leaders, support activation across markets/functions.
Design and lead large‑scale change initiatives that embed culture into day‑to‑day ways of working.
Lead Culture Influencers network supporting leaders to lead with empathy while maintaining clarity and accountability.
Partner with Business functions, HRBPs, Talent, Learning, and Communications to ensure sustained adoption, not one‑time programs.
Ensure culture initiatives are pragmatic, scalable, and locally relevant.
Translate The Kyndryl Way into practical leadership and team practices - examples: champion listening and inclusive leadership; partner with leaders to simplify processes; reinforce accountability, recognition, and decision-making at the appropriate level; ensure every culture initiative connects to customer impact and service quality.
Own the enterprise culture measurement strategy in partnership with HR, translate engagement-survey results and listening signals into prioritized, measurable actions.
Develop credible, defensible answers to the question: “How do we know our culture is working?”
Translate insights into clear action plans, priorities, and interventions.