The purpose of the role of a Cultural & Organizational Developer is to process, drive and align overarching organizational and cultural topics and tensions, to strengthen the core culture as one of the most valuable assets and provide a support structure for operational and leadership work while growing fast.

The Cultural & Organizational Developer is accountable for the following outcomes:

• The overarching organizational and cultural topics are clear and aligned

• The core organizational and cultural processes, practices and principles are made explicit, understood and used

• Organizational and cultural tensions are processed

• The product area has an evolving support structure for those doing operational work and those doing organizational and leadership work

To achieve the accountabilities, the Cultural & Organizational Developer is taking or delegating responsibility for:

• Surfacing, aligning and driving overarching organizational and cultural needs/topics (like the OKR planning process, how we do decisions, how we provide leadership, how we give feedback)

• Provide meaningful conversations and reflective space, facilitating sense making, processing of tensions and shape structures together

• Developing organizational and cultural definitions and standards (like the definition of engineering excellence, the leadership narrative)

• Develop and refining the Company Handbook, representing the core organizational and cultural principles, practices and processes (aka. the Org Model).

• Develop and align the cultural onboarding with the people team and key players (incl. the Cultural Onboarding)

• Providing guidance as sharing observations and having meaningful conversations leading to improvement tensions/pull from the units/people affected

• Provide actively supporting those doing organizational and leadership work

• Bring in competence, expertise and leadership where it is needed

• Evolving, developing, and supporting the Cultural & Agile Coaching team. Develop their vision, mission, OKRs, strategy and portfolio. Be the People & Hiring Manager for this unit/team

• Co-developing the engineering / agile & lean framework for how we plan and align work.

• Thinking ahead and anticipate, developing an understanding, vision and strategy for the midterm (6/12 month) for the organization and culture