Vice President, Culture Enablement

Great Minds•Washington, DC

12d•$232,000 - $260,000•Hybrid

About The Position

Great Minds is seeking a visionary, execution-oriented leader to define, operationalize, and scale its approach to culture and operating excellence. This role will be a linchpin in advancing a culture of high performance, operating efficiency, and mission alignment. The role reports to the Chief Strategy Officer and has a dotted-line reporting relationship to the Chief Human Resources Officer. The role will require close coordination with the Senior Director, Organizational Design & Effectiveness, and it will involve regular interactions with other C-level and n-1 leaders.

Requirements

Senior-level experience (typically 12–15+ years) in talent, culture, or organizational development functions, preferably in fast-scaling or mission-driven organizations.
Demonstrated success in defining and operationalizing culture / values at scale.
Experience in remote or hybrid-first organizations, including designing collaboration norms and virtual leadership practices.
Deep capability in compensation/incentive design , with understanding of both short- and long-term rewards.
Strong track record with performance systems / goal cascading / OKRs or equivalent .
Excellent communicator, coach, and influencer — can build trust with senior leaders and translate strategy into practice.
Data-driven mindset; able to use talent analytics to inform decision-making.
Talent for change management, cultural transformation, and scaling systems across an organization.
Bachelor’s degree required.
Master’s preferred

Responsibilities

Internalize our near and long-term strategic direction and work closely across all functions to determine the appropriate capabilities and skills that are needed now and in the future
Provide predictive analytics in anticipation of shifts in workforce needs and capabilities to ensure relevance and sustainability of our human capital plan.
Partner with executive leaders on the pathways to address required gaps and the strategic execution to do so
Work with CHRO to define and communicate our long-term people strategy to the company
Work in concert with the HR leadership team to embed and iterate upon our recently-created core operating values in day-to-day behaviors, decision-making, and leadership norms. Will include hiring, onboarding, performance management, recognition, etc.
Coordinate with Senior Director, OD&E to design and lead cultural change initiatives to accelerate Great Minds’ achievement of our strategic priorities
Design recognition systems that celebrate high performance and alignment with our operating value
Elevate how teams work together, especially in hybrid/remote settings: best practices for meeting design, collaboration rhythms, virtual decision making, and cross-team alignment
Lead training and coaching for leaders on effective remote management, inclusive meetings, and communication norms.
Partner with operations and IT to ensure tools, systems, and workflows serve productive, low-friction collaboration.
Modify and help implement an integrated performance and goal-setting system (OKRs and KPIs) for all levels, from executives through staff.
Working closely with HR, help executives and managers in cascading goals, setting measurable and stretch objectives, and conducting high-impact reviews.
Use qualitative and quantitative metrics to drive continuous feedback, growth, and accountability.
Be a key partner and leader in developing and evolving short-term incentive plans that are tied to enterprise objectives and map to our annual operating plans for the company and each function.
Partner with internal and Board stakeholders to design new long-term incentives, such as phantom equity or performance options, that tie to Great Minds long-term outcomes
Collaborate with the Executive Team, HR team, and other stakeholders to model compensation outcomes, communicate reward structures, and adjust over time