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. JOB LOCATION 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 KEY RESPONSIBILITIES 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