Culture Excellence Manager

Transform Organizational Culture: Culture Excellence Manager Are you ready to turn cultural vision into operational reality across a global, high-impact enterprise? Join Trimble as a Culture Excellence Manager and lead hands-on, multi-site initiatives that shape how our teams collaborate, lead, and deliver.

Trimble is an industrial technology company transforming the way the world works by delivering solutions that enable our customers to thrive. We create technologies that connect the digital and physical worlds, helping our customers increase productivity, quality, safety, and sustainability. From purpose-built products to enterprise-level solutions, our technology empowers professionals in construction, geospatial, government, transportation, and more. What Makes This Role Great In this high-visibility, 12 month fixed term opportunity strategic role, you will work directly with senior leadership and frontline teams across global sites to embed core cultural principles into daily operations using hands-on Gemba Walk practices and real-time facilitation. Key Exciting Responsibilities Senior Leadership modeling: The CTCT Culture Principles need to be visible in how Sr Staff runs meetings, makes decisions and communicates.  Leading by example at all levels is key for stickiness.  While not a member of the Sr Staff, this person will be expected to make recurring report outs to Sr Staff. Manager Attendance: Active engagement will require reinforcement.  Recommend cohort sessions not be optional for managers.  Internal Champions Advocacy: These "Volunteer Army" advocates achieve scale by accelerating the cultural end-state within their respective teams and peers. Acting as catalysts for change, they will need permission to be actively engaged and empowered to do this work. This will require support from Sr Staff. Data Access: The ability to establish measurements to assess baseline and progress will require data access.   Stage Gate (or other collateral) Responsiveness: Feedback on what is working and what is not helps speed up decisions to amplify, modify or pivot.  Request feedback requests / responses to be within 5 business days. Conflict Transparency: Resistance, workarounds and culture breaking behavior will not change if tolerated.  If observed by others, they need to be shared so that it can be understood and resolved. Talent Acquisition and HR/PX Administration: These functions are out of scope for this role. Performance & Culture Progress Indicators Cultural principles are demonstrated through observable, professional behaviors. The following performance metrics provide structured, neutral criteria to evaluate cultural adoption and operational effectiveness across teams. Decision Velocity & Issue Escalation Metric: Efficiency of problem-to-resolution routing. Objective Behavior: Operational roadblocks and project risks are identified, documented, and routed to the appropriate decision-maker in a timely manner. Value: Reduces operational bottlenecks and ensures decisions are owned at the appropriate level of responsibility. Actionable Meeting Outcomes Metric: Meeting efficiency and baseline engagement. Objective Behavior: Meetings operate with clear agendas, documented action items, explicit decision ownership, and structured opportunities for all team members to provide input. Value: Drives clarity, reduces unresolved agenda items, and ensures equitable participation across teams. Professional Standards Alignment Metric: Alignment with company values in operational communications. Objective Behavior: Professional communication (such as project updates, performance feedback, and client interactions) reflects core organizational standards and expectations. Value: Establishes consistent communication standards and shared operational expectations. Proactive Risk & Issue Reporting Metric: Early identification of operational risks. Objective Behavior: Employees identify and report potential