Director, Head of Culture

Role Overview Mission: The mission of the Head of Culture is to protect, scale, and operationalize the soul of Riverstone Logistics as we grow. Core objective: Evangelize and sustain a culture where high performance and genuine care coexist, enabling leaders and teams to deliver strong business results while creating an environment where people feel valued, supported, and connected to something bigger than themselves so that all Extra Milers feel empowered to help Riverstone to be the first fully integrated, coast-to-coast, big & bulky logistics company in North America. Who You Are (“The Ideal Candidate”) Servant-Hearted Leader: You lead with humility and care for others. You naturally put people first while still holding a high standard for performance and accountability. Culture Builder & Protector: You understand what makes a culture strong—and you actively work to reinforce, protect, and scale it as the organization grows. Strategic Thinker with Practical Execution: You can translate purpose and beliefs into clear, actionable strategies that show up in day-to-day operations, not just words. Trusted Advisor & Influencer: You build credibility quickly and are comfortable coaching and challenging senior leaders to align decisions and behaviors with our culture. Relationally Intelligent & Emotionally Aware: You navigate sensitive situations with discretion, empathy, and sound judgment. People trust you because you listen well and respond thoughtfully. Pastoral Presence with Business Awareness: You bring a steady, grounded presence during both high and low moments—supporting Extra Milers personally while understanding the realities of running a business. Strong Communicator & Storyteller: You clearly and consistently communicate what matters, and you elevate stories that bring our culture and purpose to life. Builder of Leaders: You equip leaders to carry the culture forward—helping them balance results with care, and accountability with empathy. Outcome-Oriented & Accountable: You don’t just focus on feel—you ensure culture initiatives drive measurable impact on engagement, retention, and performance. Essential Duties and Key Responsibilities Culture Strategy & Organizational Leadership Define and lead RLX’s enterprise-wide culture strategy, ensuring alignment with company purpose, core beliefs, and business objectives. Support the CPO and other People Department leaders in integrating culture into core business systems including hiring, onboarding, performance, leadership development, and recognition. Serve as a trusted advisor to senior leaders on culture, engagement, and organizational health. Provide pastoral care and support to Extra Milers during times of need, transition, or crisis. Establish and oversee a scalable chaplaincy model across locations and microenterprises. Create safe, inclusive spaces for reflection, encouragement, and personal support—while respecting diverse beliefs and backgrounds. Support leaders in navigating sensitive employee situations with empathy, discretion, and care. Leadership Development & Influence Equip leaders to model and reinforce RLX’s culture through their daily actions, decisions, and communication. Partner with the Head of Extra Miler Development to implement and facilitate culture-based leadership training rooted in service, accountability, and care for people. Coach leaders on how to balance performance expectations with genuine care for their teams. Reinforce the expectation that leaders are culture carriers first and operators second. Community Impact & Purpose Activation Lead and expand RLX’s community engagement strategy in alignment with our purpose. Partner with local leaders to create opportunities for Extra Milers to serve their communities. Strengthen relationships with community organizations and external partners. Ensure community involvement is authentic, meaningful, and embedded into our culture. Communication & Storytelling Champion consistent, purpose-driven messaging across platforms (e.g., Workvivo, leadership communications, events). Capture and share stories that reflect RLX’s culture in action. Partner with Communications and People teams to ensure cultural clarity and consistency. Serve as a visible and credible voice of culture across the organization. Required Qualifications (Education, Knowledge, Skills, and Abilities) 10+ years of leadership experience in organizational leadership, ministry, chaplaincy, or culture/people functions. Proven ability to influence senior leaders and drive enterprise-wide initiatives. Experience in pastoral care, counseling, ministry leadership, or similar environments preferred. Strong business acumen with the ability to connect culture to performance and outcomes. Exceptional communication, presence, and relational leadership skills. High level of emotional intelligence, discretion, and trustworthiness. Physical Demands and Work Environment The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to communicate effectively with coworkers and outside stakeholders in person, on the telephone, and via email and other computer-related messaging. The employee is occasionally required to maneuver about the work areas and move/manipulate various objects and there may be an occasional need to lift up to 50 pounds. This position may require extended work hours and travel. Note This job description in no way states or implies that these are the only duties to be performed by the employee(s) incumbent in this position. Employees will be required to follow any other job-related instructions and to perform any other job-related duties requested by any person authorized to give instructions or assignments. To perform this job successfully, the incumbents will possess the skills, aptitudes, and abilities to perform each duty proficiently. Some requirements may exclude individuals who pose a direct threat or significant risk to the health or safety of themselves or others. The requirements listed in this document are the minimum levels of knowledge, skills, or abilities. This document does not create an employment contract, implied or otherwise, other than an “at will” relationship. #J-18808-Ljbffr Riverstone Logistics