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Cultural Manager Jobs in Virginia (NOW HIRING)

langan

Project Cultural Resources Professional

Richmond, VA · On-site

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

Participate in the identification, evaluation, and management of historical, archaeological, and cultural assets to ensure compliance with regulations; * Support compliance with federal, state, and ...

langan

Project Cultural Resources Professional

Richmond, VA · On-site

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

Participate in the identification, evaluation, and management of historical, archaeological, and cultural assets to ensure compliance with regulations; * Support compliance with federal, state, and ...

Bart & Associates

Socio-Cultural Analyst- Mid Level

Mclean, VA · On-site

$120K - $124K/yr

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

Socio-Cultural Analyst- Mid Level At Celestar, a B&A Company, we foster and embrace a distinct set ... The B&A Cares program: 30/60/90-day wellness check ins, personal development, financial management ...

MATSYS

EHS Manager

Sterling, VA · On-site

$82K - $111K/yr

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

Culture & Initiatives : Lead site-wide safety initiatives, injury prevention plans, and operational ... Manage internal first responder teams and maintain active relations with local fire and safety ...

MATSYS

EHS Manager

Sterling, VA · On-site

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

Culture & Initiatives: Lead site-wide safety initiatives, injury prevention plans, and operational ... Manage internal first responder teams and maintain active relations with local fire and safety ...

RACETRAC PETROLEUM

General Manager

Midland, VA · On-site

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

You'll oversee up to 45 employees, build a culture of excellence, and develop strategies that ... Manage and mitigate any reported guest concerns on designated shifts with a sense of urgency and ...

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All JobsCultural JobsCultural Manager JobsCultural Manager Jobs in Virginia

Cultural Manager information

See Virginia salary details

$28.3K

$62.1K

$112.5K

How much do cultural manager jobs pay per year?

As of Aug 13, 2026, the average yearly pay for cultural manager in Virginia is $62,123.00, according to ZipRecruiter salary data. Most workers in this role earn between $44,600.00 and $68,400.00 per year, depending on experience, location, and employer.

What is a cultural manager?

Cultural Managers are professionals who plan, organize, and oversee cultural projects, events, and institutions, such as museums, galleries, theaters, or festivals. Their main goal is to promote arts and culture, facilitate community engagement, and ensure the effective management of cultural resources. They often handle budgeting, marketing, fundraising, and collaboration with artists and stakeholders. Cultural Managers play a crucial role in making cultural experiences accessible and meaningful to diverse audiences.

What are the key skills and qualifications needed to thrive as a cultural manager?

To thrive as a Cultural Manager, you need expertise in arts administration, project management, and a background in cultural studies or a related field, often supported by a relevant degree. Familiarity with event management software, funding application systems, and digital marketing tools is typically required. Strong interpersonal skills, creativity, and cross-cultural communication abilities help build partnerships and engage diverse communities. These skills are essential for successfully developing and promoting cultural initiatives that connect artists, audiences, and stakeholders.

What are some common challenges a cultural manager may face when coordinating cross-cultural events or projects?

Cultural Managers often encounter challenges such as navigating language barriers, differing cultural norms, and varying expectations among stakeholders. Successfully coordinating cross-cultural events requires sensitivity to diverse traditions and the ability to mediate misunderstandings that may arise. Additionally, balancing the interests of artists, sponsors, and community members, while ensuring inclusivity and equity, can be complex but is essential for impactful cultural programming.

What does a cultural manager do?

A cultural manager plans, organizes, and oversees cultural events, programs, and initiatives to promote arts and heritage within communities or organizations. They coordinate with artists, venues, and stakeholders, often requiring skills in project management, communication, and knowledge of cultural policies. Their work may involve budgeting, marketing, and ensuring the success of cultural projects.

What is the difference between Cultural Manager vs Cultural Coordinator?

AspectCultural ManagerCultural Coordinator
ResponsibilitiesOversees cultural programs, strategic planning, and stakeholder engagementAssists in event planning, logistics, and day-to-day program support
Required CredentialsTypically a degree in arts, culture, or related field; experience in managementOften a degree or background in arts or cultural studies; entry-level experience
Work EnvironmentLeadership roles in cultural institutions, NGOs, or government agenciesSupport roles within cultural organizations, museums, or community centers

While both roles focus on cultural initiatives, a Cultural Manager has strategic and leadership responsibilities, whereas a Cultural Coordinator handles operational support. Understanding these differences helps in choosing the right career path or job search focus.

What are the most commonly searched types of Cultural jobs in Virginia?

The most popular types of Cultural jobs in Virginia are:

What are popular job titles related to Cultural Manager jobs in Virginia?

For Cultural Manager jobs in Virginia, the most frequently searched job titles are:

What job categories do people searching Cultural Manager jobs in Virginia look for?

The top searched job categories for Cultural Manager jobs in Virginia are:

Cultural Manager jobs near you
Infographic showing various Cultural Manager job openings in Virginia as of August 2026, with employment types broken down into 1% As Needed, 86% Full Time, 12% Part Time, and 1% Contract. Highlights an 93% Physical, 3% Hybrid, and 4% Remote job distribution, with an average salary of $62,123 per year, or $29.9 per hour.

Emergency Response Roster - People & Culture Manager

World Vision

Sterling, VA • On-site

Full-time

Re-posted 9 days ago

Job description

With over 70 years of experience, our focus is on helping the most vulnerable children overcome poverty and experience fullness of life. We help children of all backgrounds, even in the most dangerous places, inspired by our Christian faith.
Come join our 34,000+ staff working in nearly 100 countries and share the joy of transforming vulnerable children's life stories!
Employee Contract Type:
International Assignment (WVI - Paid via GCLA) Fixed Term (Fixed Term)
Job Description:
Country location to be determined based on response.
Please submit your Cover Letter and CV in English.
Children's lives can change in an instant in the wake of war, disasters and humanitarian emergencies. We see how vulnerable they are and how much they need our protection.
Joining our Emergency Response Roster means you can be a part of our response, providing immediate support when disaster strikes.
Here's where you come in:
As a People & Culture(P&C) Manager in response, you will provide strategic leadership in the area of people management & organizational development to optimize humanitarian emergency response start-up, early phase and medium-term performance, fulfill World Vision's mission, vision, Core values and contribute to the measurable improvement of the well-being of vulnerable children and communities in major disaster- and conflict-affected fragile contexts.
The P&C Manager is primarily responsible for ensuring, developing, and promoting P&C strategy, staff well-being, performance and accountability culture, diverse and talented workforce with the right set of mindset and behaviors, internal and external networking for greater impact and a professional P&C function in the organization
The P&C Manager is an active member of the Senior Leadership Team.
P& C Manager is responsible for the timely provision of people that allows response plans to be turned into real activities. This function coordinates the allocation and provision of people to the response team. The timely provision of services and resources allows the response to be designed and carried out in an efficient and effective way.
People and Culture works closely with all Functions to make sure they have the staff needed to fulfil each Function's objectives.
Key Responsibilities
Developing a Strategic/ Professional P& C team and Establish and implement response P&C policies, procedures and systems (including recruitment) to ensure Response objectives can be met
  • Conduct P&C assessment including P&C risks and NO P&C capacity.
  • Ensure that the People & Culture function has the required capacity, capability, systems, processes, policies and guidelines to drive the Response Strategy
  • Provide overall leadership and technical support to the P&C team, coaching and mentoring the team through regular meetings, sharing and monitoring individual plans to support professional growth and development.
  • Design efficient P&C systems and processes with a particular focus on process excellence and ensure that Workday is fully operational with accurate and complete information for decision-making.
  • Appoint P&C leader responsible for leadership, management and coordination of unit
  • Determine P&C organisational structure and staffing plan.
  • Develop, document and consistently apply required policies (i.e. secondment polices, hardship policies, R&R, per diem policy, etc) specific to the context to meet response objectives.
  • Ensure that appropriate waivers & exceptions to policy, processes, salary scales are provided to ensure that competent staff are deployed to deliver response objectives.
  • Support RO/NO salary scales and grade level alignment (using HAY evaluation) to the extent that this does not slow down the rapid recruitment and retention of competent staff to meet response objectives Where no NO exists, work with RO/GC to benchmark with other agencies to develop a salary scale.
  • Ensure employment policies comply with local employment law.
  • Establish and implement P&C administration systems that ensure response is able to meet objectives and comply with audit requirements (with appropriate waivers/exceptions).
  • Establish and implement procedures to ensure finance is provided with accurate payroll information each month.
  • Provide advice to response management on people issues with reference to the response context, adherence to local legislation, P&C practices and procedures.
  • Ensure P&C staff handovers are conducted
  • Develop P&C budget in coordination with Finance
  • Plan for P&C transition/ integration

Support in Ensuring Emergency Response Strategy development and execution
  • Assess workforce gaps vis-a-vis current and identify future response workforce requirements in close collaboration with Response Leadership and as supported by Surge Management/ HDCC
  • Develop and implement the People and Culture (P&C) strategy and business plan in support of and in alignment with the Response Plan.
  • Consult internal stakeholders in developing P&C strategy - RO P&C, NO P&C.
  • Provide strategic guidance and input to the senior leadership team in the alignment and execution of the Emergency Response Strategy and business plans.
  • Consult with other NGOs to ensure good understanding of the environment, standardise practices and share resources
  • Collaborate with NO and Regional P&C to define division of labour of P&C responsibilities.
  • Consult with all function leads to develop org charts, identify current and future staffing needs and develop work force plans.
  • Ensure communication of P&C response activities to NO, RO & GC P&C and stakeholders.

Developing Capable and Available Workforce
  • Spearhead the acquisition and prepositioning of a diverse and talented workforce using workforce planning for upcoming funding.
  • Closely collaborate with Humanitarian Surge Counterparts and HDCC for effective fill and backfill of adequate deployable workforce to response
  • Ensure that the Response recruitment policy, system and processes are well established for acquiring right talents with required competencies, mindsets and behaviors.
  • Facilitate function leads to prepare/adapt JDs or TORs in an appropriate language, which include all responsibilities to meet performance and safeguarding objectives.
  • Use screening questionnaires and selection criteria in recruitment processes and document the process and justification for decisions.
  • Promote gender diversity through appropriate identification of talent at all levels.
  • Prepare roster of staff and share with key internal stakeholders on a regular basis.
  • Advise and support the Response Director and the Senior Leadership Team (SLT) in engagement on critical issues relating to attraction, development, deployment, retention and separation of staff.

Coordinate development and facilitate implementation of capacity-building plans
  • Coordinate identification of training needs with function leads
  • Facilitate function leads and managers to plan for staff training and capacity building activities and incorporate these into a response capacity building plan
  • Design and spear-head the capacity development of staff to prepare staff to work the required mindset and behaviours in the most vulnerable areas
  • Contribute to reviews, update design, rollout and effective strengthening of the global People & Culture (P&C) in Emergencies Roster through review of content, co-facilitation of courses and mentoring, Ensure referrals of response P&C to the course

Ensuring Staff engagement and well-being
  • Serve and contribute as a member of the Crisis Management Team to ensure the safety and security of staff.
  • Maximise staff well-being to enable staff to embrace the opportunities and challenges in meeting Our Promise. Contextualise, promote and support systems, services and programs for staff well-being.
  • Design and implement staff care function with support from the GC Staff Care team, which takes account of context specific occupational stress management issues and staff needs
  • Facilitate managers to include R&R, compensation time and vacation into staff work plans
  • Establish and communicate critical incident management processes ensuring that P&C staff are trained and participate in the crisis management team where appropriate
  • Implement and/or support appropriate team building activities as context allows
  • Establish and promote open and transparent communication channels and mechanisms for staff feedback to facilitate staff engagement

Promoting Accountability and Performance Culture.
  • Maximize accountability for Organizational culture, agility, and effectiveness which drives high performance and realization of Our Promise.
  • Lead structure realignment processes to match response requirements.
  • Promote a culture of diversity and promote interfaith principles and values and oneness among Christian and staff of other faith.
  • Coordinate with managers to ensure that seconded or deployed staff complete an end of deployment appraisal.
  • Plan, implement, support and monitor a performance management system which ensures that staff have performance plans inclusive of KPIs for learning
  • Provide guidance and support to employees and managers in addressing unsatisfactory performance
  • Regular monitoring and strengthening of internal controls related to staff safety, hiring and separation processes, payroll management, employee relations.
  • Provide leadership in educating staff on Safeguarding/Integrity & Protection Hotline and investigations protocol and ensure cases are managed confidentially and promptly.

Develop and implement well defined staff, volunteer and intern on-boarding and exiting procedures
  • Provide international staff with country information and security brief prior to travel.
  • Develop and implement an organisation orientation briefing for all staff inclusive of: a context briefing, safeguarding behavioural protocols and ways to report violations and the review and signing of key WV policies (i.e. Code of Conduct, Child and Adult Safeguarding, Conflict of Interest, etc), and the Core Humanitarian Standard.
  • Liaise with Security to ensure that all staff receive a security context and protocols briefing.
  • Liaise with Safeguarding to ensure that all staff receive a safeguarding orientation.
  • Coordinate with managers to ensure new staff receive a JD or TOR, are briefed on their role and provided with required resources (i.e. computer, Outlook, Workday access, etc).
  • Ensure/remind handover

Promoting external and internal coordination.
  • Establish proactive linkages and strategic networks with key International NGOs and other stakeholders at the national and international level for broader impact and also to keep abreast of the ongoing changes in the external environment that affects the fragile context operations.
  • Develop, manage and sustain relationships with Regional and Global Centre P&C functional leads to proactively engage on fragile context peculiarities and its implication on P&C function.
  • Consistently develop and maintain effective working relationships with Regional P&C, SLT and different departments including.

Meet WV minimum quality standards & support improvement, reflection, learning & innovation.
  • Ensure previous response P&C learnings are reviewed.
  • Encourage the incorporation of best practice and innovation in response P&C.
  • Ensure risks limiting achievement of objectives are reported & rapidly addressed.
  • Ensure mechanisms are established to identify, document, and share function lessons learned

Participate in partner screening and capacity building (If applicable)
  • Participate in due diligence screening of partners, including advising Partnering on the strength of their human resource systems, policies and internal controls
  • Assess the human resource capacity of potential and selected partners
  • Identify medium and high human resource risks and define risk mitigation measures
  • Provide human resource trainings and capacity building support to partners as defined in capacity building plans, in coordination with Partnering and Operations

KNOWLEDGE, SKILL AND EXPERIENCE
Required Education, training, license, registration, and/or Certification
  • Master's degree in Human Resources Management or equivalent, Business Management or Social Sciences. Master's Degree in the relevant field is an added advantage.
  • Professional qualifications in Human Resource Management or Organisational Development (OD) or Leadership Development.

Required Professional Experience
  • Minimum of 5 years of experience in a Senior Human Resources Management position in an international organisation.
  • Minimum 2 years working in humanitarian response contexts including fragile contexts.
  • Experience in risk management in high-risk and sensitive environments.
  • Experience in emergency response scenario planning process.

Required Language(s)
  • Effective written and verbal communication in English. At least one other UN language such as French, Arabic, Spanish, and Portuguese are preferred.

Required travel and/or work environment accommodations
  • Ability to travel to/within domestically and Internationally as required
  • Work hours are sometimes in excess of 12 hours per day during difficult periods of the response
  • Responses are often mounted in insecure or natural disaster-prone contexts, which may disrupt normal work patterns and generate staff safety issues
  • Work and housing environments may at times be well below normal standards in terms of facilities, equipment, food availa

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