Director, Culture

Role overview

Bath & Body Works is focused on building a workplace where every associate feels they belong, with a strong emphasis on delivering memorable customer experiences. The company invests in attracting, keeping, and developing high-performing talent while also supporting communities and environmental progress.

The Director of Culture will help define, strengthen, and scale the company’s culture in line with the Consumer First Formula and Winning Teams strategy. This position partners across the organization to build programs, experiences, and engagement efforts that support a high-performing workplace grounded in values and centered on associates. Reporting to the Vice President, Community & Culture, the role leads strategy and execution across Home Office, Distribution Centers, and Stores. It also provides guidance to HR leadership and business partners, owns Business Resource Group strategy, and creates a giving approach that connects BRG communities with the Foundation’s philanthropic efforts. The role combines strategy, hands-on program building, and trusted advisory support.

Vision and strategy

• Act as a trusted advisor and subject matter expert on culture, inclusion, and belonging, helping HR leaders and business executives build inclusive practices into daily work and people processes.
• Track external trends, legal considerations, and emerging best practices, then convert them into practical guidance that fits the business.
• Shape and lead an integrated culture and belonging strategy that supports the Consumer First Formula and the department’s mission.
• Establish the enterprise vision and KPIs for BRG programming so BRGs function as business-aligned tools for talent growth, culture-building, and community connection.
• Define success through measurable outcomes tied to behavior change, associate experience, retention, performance, and brand value.
• Use AOS data, associate feedback, and belonging indicators to assess cultural health and identify opportunities or risks early.
• Partner with external storytelling efforts and ensure internal programs align with the broader external narrative.

Planning, execution, and accountability

• Create annual program roadmaps that connect BRG activities, Heritage Months, and cultural observances to measurable associate experience goals.
• Lead development of culture-focused content for internal communications, town halls, the National Sales Meeting, and similar forums.
• Oversee BRG governance, including the governance structure, executive sponsorship, and heritage programming, while making sure all associate groups are reached, including frontline and field teams.
• Own BRG-related giving strategy and partnership work by managing community relationships, identifying opportunities aligned to enterprise and Foundation priorities, and recommending where support should go.
• Bring community engagement and philanthropy into programs where it adds value.
• Design and grow inclusive leadership development through ongoing capability building, not isolated events, and help integrate cultural competency into onboarding.
• Provide leaders with practical toolkits and resources, and advise HR business partners on bringing cultural intelligence and belonging into team discussions, talent reviews, and performance conversations.
• Create reporting processes and working rhythms that keep senior leadership informed and support external reporting with data and narrative inputs as needed.
• Lead the team and steward resources by coaching direct reports, setting priorities, building accountability, encouraging shared ownership, and managing the functional budget in line with department goals and VP direction.

Culture leadership

• Model and reinforce an inclusive culture in everyday work by helping leaders and teams respond to cultural moments, demonstrate inclusive behaviors, and strengthen belonging.
• Advise Communications, Marketing, and HR on language and messaging so internal and external communications are culturally aware and effective.
• Ensure heritage and cultural activations are intentional and designed to include both frontline/field associates and corporate audiences.
• Use BRGs as a source of insight to inform business decisions, strengthen connection and development, and improve community impact, engagement, and retention.

Qualifications

• At least 8 years of progressive experience in culture, employee engagement, or HR leadership roles is preferred.
• Proven success in building and scaling enterprise culture programs in a complex organization with multiple employee populations; experience in retail or consumer goods is an advantage.
• Experience serving as a trusted advisor to senior business leaders on culture, belonging, and associate experience.
• Strong executive presence and the ability to earn credibility with senior leaders and counsel them effectively.
• Experience working with Business Resource Groups at a strategic level, including governance design and enterprise KPI creation.
• Prior people management or team leadership experience is required.
• Deep practical understanding of inclusion and belonging principles, cultural competency frameworks, and organizational behavior.
• Comfort navigating sensitive cultural and legal topics with a balanced, business-oriented perspective.
• Ability to build multi-year strategies across functions and link them to measurable business outcomes, along with the ability to create measurement frameworks, interpret culture and engagement data, and present findings clearly.
• Strong program design skills from concept through implementation, with the ability to operate effectively in ambiguity.
• Advanced written and verbal communication skills, including executive presentations and associate storytelling.

Education

A bachelor’s degree in Human Resources, Organizational Development, Business Administration, Psychology, or a related discipline is required. A master’s degree in Organizational Leadership or Human Resources is preferred.

Core competencies

• Lead with curiosity and humility
• Build high-performing teams for today and tomorrow
• Influence and inspire with vision and purpose
• Observe, engage, and connect
• Strive for operational excellence
• Deliver business results

Benefits

• Comprehensive medical, pharmacy, dental, and vision coverage, along with access to an onsite wellness center and pharmacy at the Columbus home office.
• 401(k) with company match and an associate stock purchase plan with a discount.
• Free mental health and wellbeing support through the Employee Assistance Program.
• Paid time off and paid parental leave, plus access to family and lifestyle support such as family-building assistance, childcare discounts, and home, auto, and pet insurance.
• Tuition reimbursement and scholarship options for post-secondary education.
• 40% merchandise discount and gratis.

Additional information

Bath & Body Works states that the information above describes the general nature and level of the role and is not a complete list of every duty, responsibility, or skill required.

The company reviews qualified applicants with arrest records, conviction records, or other criminal histories in line with applicable state and local laws, including fair chance hiring rules in Los Angeles, Philadelphia, and San Francisco.

Bath & Body Works is an equal opportunity employer and does not base employment decisions on 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. The company also provides reasonable accommodations to applicants and associates with disabilities.

Only individuals authorized to work in the United States will be considered.

The application window closes once all vacancies have been filled.

Core competencies listed above appear twice in the source; they have been consolidated here for clarity.