Senior Director - Culture & Purpose

An exciting career awaits you

At MPC, we're committed to being a great place to work - one that welcomes new ideas, encourages diverse perspectives, develops our people, and fosters a collaborative team environment.

The Sr Director of Culture and Purpose is a strategic leadership role responsible for interpreting, designing, and implementing organizational culture initiatives that align with Marathon Petroleum's business strategy and support operational excellence across the enterprise. This role serves as the primary architect and steward of culture alignment, working across all business units and functions to embed desired cultural behaviors, remove systemic barriers to change adoption, and drive measurable progress through data-driven accountability.

This role also provides strategic leadership for Creative Services and Conference Services teams, ensuring these capabilities support consistent enterprise communications, events, employee experience, and support company strategy and purpose.

This role is part of the Communications organization and will report to the Vice President of Culture & Communications. This position can be based in the following locations:

Findlay, OH

Houston, TX

San Antonio, TX

• Culture Assessment & Strategy Alignment
  • Develop and interpret comprehensive culture assessments using employee listening, qualitative research, workforce data, business outcomes, and established diagnostic frameworks to assess current organizational culture across dimensions such as purpose, accountability, identity, safety, and performance measurement
  • Leverage Marathon Petroleum cultural strengths to directly support strategic objectives on high-impact business activities and intiatives
  • Translate cultural aspirations into clear and actionable behavioral expectations for leaders, teams, and employees
  • Define clear "from/to/because" behavioral statements that articulate specific behavior shifts expected across the organization, with clarity on which behaviors must be consistently applied enterprise-wide versus those adaptable to team context
• Operationalization & Barrier Removal
  • Identify and systematically remove barriers embedded in systems, processes, technology, policy, and management practices that hinder adoption of desired behaviors
  • Design and deploy pragmatic, high-impact interventions and nudges that accelerate cultural behavior adoption across the enterprise
  • Embed culture frameworks into daily employee workflows, including recognition and reward systems that reinforce values-aligned behaviors rather than outcomes alone
• Leadership Alignment & Governance
  • Secure and maintain senior leadership commitment by establishing clear accountability structures with process owners and culture champions at all organizational levels, supported by a Business Operations Center of Excellence or equivalent governance model
  • Partner with heads of communications and business unit leaders to ensure culture messaging, behavioral expectations, and enablement materials are aligned, consistent, and cascaded effectively
  • Empower managers as frontline culture change agents by providing tools, training, and frameworks (e.g., Cultural Behavior Definition Template, Team Cultural Behavior Assessment Survey) to translate enterprise culture into team-specific actions
• Measurement & Continuous Improvement
  • Establish behavioral KPIs tied to defined behavior shifts and track culture progress regularly using leading indicators and lagging indicators
  • Capture and analyze employee sentiment on cultural experiences through surveys, focus groups, interviews, and data analytics to identify cultural translation issues and tensions that impede workflow adoption
  • Evaluate the impact of culture initiatives and adjust strategies based on data, employee feedback, and business outcomes
  • Communicate culture progress insights to business leaders and refine culture initiatives based on feedback and measurement results to sustain momentum and accountability
• Organizational Design & Culture Sustainability
  • Define and support process ownership and accountability structures that clarify roles, reduce silos, and embed culture management responsibilities within formal reporting hierarchies
  • Foster culture and purpose adoption by identifying, developing, and recognizing process champions and change agents across organizational levels who drive collaboration and embedding culture in daily practices
  • Design and oversee ongoing training, mentoring, and communication programs that reinforce accountability, recognize contributions, and ensure culture initiatives remain aligned with business objectives
  • Partner with Organizational Effectiveness and Change Management leaders to ensure structural and transformational changes reinforce the desired culture
• Strategic Initiatives for Enterprise Context
  • Study and integrate high-performing collaboration practices and coordination technologies that enhance cross-functional alignment and