Culture Jobs (NOW HIRING)

At Bath & Body Works, we believe everybody deserves to feel good. When you join us, you're part of more than an iconic fragrance and personal care brand — you become part of Gingham Nation, where people are at the center of everything we do.

We believe great associate experiences create great consumer experiences. When our associates feel supported, inspired and empowered, consumers feel it. Whether you're starting your career or building your next chapter, we invest in your growth so you can learn, lead and help create feel good moments every day.

The Director of Culture is responsible for helping shape, strengthen, and amplify Bath & Body Works’ culture in support of our Consumer First Formula and Winning Teams strategy. This leader partners across the enterprise to drive programs, experiences and engagement initiatives that foster a high-performing, value-led and associate centered workplace. Reporting to the Vice President, Community & Culture, this role develops and executes the strategy, programming and cross-functional partnerships across Home Office, Distribution Centers, and Stores. This leader provides strategic counsel to HR Leadership and business partners, oversees Business Resource Group (BRG) strategy, and develops a giving strategy that connects BRG communities to the Foundation's philanthropic work. It is a builder and influencer role -- part strategist, practitioner, part trusted advisor.

Responsibilities
Vision & Strategy
•    Serve as strategic advisor and internal expert on culture, inclusion, and belonging—advising HR leadership and business executives on embedding inclusive practices into people processes and day-to-day operations.
•    Stay current on external trends, legal considerations, and best practices and translate them into practical, business-aligned guidance.
•    Develop and drive an integrated culture and belonging strategy aligned to the Consumer First Formula and department mission.
•    Set the strategic vision and enterprise KPIs for BRG programming, positioning BRGs as business-aligned vehicles for talent development, cultural expression, and community connection.
•    Define what “success” looks like through important metrics that reflect behavior change and associate experience connected to retention, performance, and a brand asset.
•    Monitor organizational cultural health using AOS data, associate feedback, and belonging indicators—proactively surfacing risks and opportunities.
•    Serve as an integration partner to external storytelling work and align internal programming to the external narrative.

Planning, Execution, and Accountability
•    Build annual programming roadmaps connecting BRG activations, Heritage Months, and cultural moments to measurable associate experience outcomes.
•    Lead culture-related content development for internal communications, townhalls, National Sales Meeting, etc. 
•    Provide oversight and direction on BRG program governance (governance model, executive sponsorship, heritage programming) and ensure reach across all associate populations (frontline/field, not only home office).
•    Own BRG-connected giving strategy and partnerships by: 
•    Managing external relationships with community organizations aligned to enterprise priorities (outreach, engagement, stewardship).
•    Identifying giving/partnership opportunities that connect enterprise priorities to the Foundation’s philanthropic strategy and making recommendations.
•    Integrating giving and community engagement into programming when meaningful.
•    Design and scale inclusive leadership development with learning and development (capability-building vs. one-time events), and help facilitate embedding cultural competency into onboarding.
•    Equip leaders with practical tools (toolkits/resources) and advise HR Business Partners on integrating cultural intelligence and belonging into team sessions, talent reviews, and performance conversations.
•     Build reporting mechanisms and operating rhythms to share insights with the senior leadership and contribute data and narrative inputs to external reporting as requested.
•    Lead the team and manage resources: coach and develop direct reports, set priorities and accountability structures, foster shared ownership, and manage the functional budget aligned to department goals and VP oversight.

Culture Champion
•    Champion inclusive culture in everyday practice—helping leaders and teams navigate cultural moments, model inclusive behaviors, and reinforce belonging.
•    Promote culturally intelligent messaging and language by advising Communications, Marketing, and HR on internal and external communications.
•    Elevate programming by ensuring heritage and cultural activations are purposeful and designed to include frontline, field associates and corporate audiences.
•    Facilitate BRGs providing insights to advise business decisions, strengthening connection, development, and community impact while reinforcing engagement and retention outcomes.

•    8+ years of progressive experience in culture, employee engagement, HR leadership roles preferred
•    Consistent record building and scaling enterprise culture programs in a complex, multi-population organization; retail or consumer goods experience a plus.
•    Experience as a trusted internal advisor to senior business leaders on culture, belonging, and associate experience topics. Exceptional executive presence; skilled at building credibility with and counseling senior leaders.
•    Background working with Business Resource Groups at a strategic level, including governance design and enterprise KPI development.
•    Prior people management or team leadership experience required.
•    Deep, applied knowledge of inclusion and belonging principles, cultural competency frameworks, and organizational behavior.
•    Fluency navigating sensitive cultural and legal dynamics with grounded, business-aligned perspective.
•    Ability to develop multi-year strategies that connect across functions and drive measurable business outcomes in addition to the ability to design measurement frameworks, interpret culture and engagement data, and communicate findings clearly.
•    Strong program design instincts — concept through implementation — with comfort operating in ambiguity.
•    Advanced written and verbal communication skills, including executive-facing presentations and associate storytelling.

Education
•    Bachelor's degree in Human Resources, Organizational Development, Business Administration, Psychology or related field required. Master's degree in Organizational Leadership, Human Resources preferred.

Core Competencies

• Drives Results
• Action Oriented
• Collaborates
• Decision Making
• Nimble Learning

Benefits

Feeling good starts with you. We invest in benefits that support your well-being, growth and future, helping you thrive as a creator of feel good — every day. Benefits for eligible associates include:  

• Robust medical, dental, vision and pharmacy coverage. Plus, access to our onsite wellness center and pharmacy located at the Columbus, OH home office.

• No-cost mental health and well-being support through our Employee Assistance Program (EAP).

• 401k with company match and Associate Stock Purchase program with discount.

• Opportunity for paid time off, paid parental leave and access to family building benefits.

• Home, auto and pet insurance and a company-provided Care.com subscription.

• Tuition reimbursement and scholarship opportunities for post-secondary education.

• Enjoy complimentary products and a 40% merchandise discount so you can experience and share the brand you love.

• Visit bbwbenefits.com for more details.

The above statements are intended to describe the general nature and level of work being performed by people assigned to this job. They are not intended to be an exhaustive list of all responsibilities, duties and skills required.

We will consider for employment all qualified applicants, including those with arrest records, conviction records, or other criminal histories, in a manner consistent with the requirements of any applicable state and local laws. Please see links: Los Angeles Fair Chance In Hiring Ordinance, Philadelphia Fair Chance Law, San Francisco Fair Chance Ordinance.

We are an equal opportunity employer. We do not make employment decisions based on an individual’s race, color, religion, gender, gender identity, national origin, citizenship, age, disability, sexual orientation, marital status, pregnancy, genetic information, protected veteran status or any other legally protected status, and we comply with all laws concerning nondiscriminatory employment practices. We are committed to providing reasonable accommodations for associates and job applicants with disabilities. Our management team is dedicated to ensuring fulfillment of this policy with respect to recruitment, hiring, placement, promotion, transfer, training, compensation, benefits, associate activities and general treatment during employment. We only hire individuals authorized for employment in the United States.

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