Chief Workplace Culture Officer - Founding Fractional Role

Chief Workplace Culture Officer (CWCO) Guardian of Dignity, Inclusion, and the Entirely Different Workplace™ Reports to: CEO Authority: Independent escalation rights to Board Committees Applies to: Oh! Love Ya Dawn Company & Oh!

Love Ya Dawn Foundation Employment Type: Full-time executive leadership role Compensation: Executive salary + meaningful equity (Company)

Why This Role Exists (Read This First) Oh! Love Ya Dawn is not building a normal company.

We are building a Children’s Empire—an ecosystem whose credibility depends on whether adults inside the system behave with integrity, dignity, and courage under scale pressure. Most organizations abandon their values exactly when growth gets hard.

This role exists to ensure we do not. The Chief Workplace Culture Officer is not here to “promote inclusion initiatives.” They are here to prevent moral shortcuts, interrupt dignity erosion, and stop the organization when necessary.

This role is a yes-and / no-and role: Yes to growth and no to dignity violations. Yes to speed and no to cultural debt.

Yes to complexity and no to dehumanization.

Mandate & Authority (This Is Not HR) The CWCO is an independent executive authority charged with protecting four non-negotiables: Human Dignity True Inclusion (not performative inclusion) Diversity of people, thought, background, and experience The integrity of the Entirely Different Workplace™ as we scale This role does not sit inside HR. It does not manage payroll, benefits, recruiting ops, or performance reviews.

Instead, it operates laterally and vertically across the entire organization, with the explicit authority to: Interrupt initiatives Escalate concerns directly to the CEO or Board Require remediation before scale continues Say “this stops now” when dignity is at risk

Core Responsibilities1. Cultural Safeguard Authority Act as the final internal guardian of workplace dignity.

Identify early signals of: Power abuse Cultural drift Exclusion masked as efficiency Dehumanization disguised as “scale” Intervene before harm becomes policy, precedent, or culture.

2. Non-Negotiable Standards Enforcement Define and maintain clear red lines that cannot be crossed—even under pressure.

Enforce those standards regardless of seniority, revenue impact, or urgency. Possess the authority to pause: Growth initiatives Team expansions Partnerships Leadership decisions when they violate core dignity principles.

3. Executive Counterweight Serve as a structural counterbalance to: Speed-at-all-costs thinking Hero-founder dynamics Cultural blind spots in leadership Speak truth to power without fear of retaliation.

Be explicitly protected for dissent.

4. Cultural Architecture (Not Slogans) Design real systems, not posters: Decision filters Escalation pathways Cultural impact reviews Ensure dignity and inclusion are operationalized, not “championed.”

5. Children-First Integrity Lens Apply a simple test to every major decision: “If a child we serve could see how we made this decision, would we stand by it?” Ensure internal culture never undermines external mission credibility.

Coordinate closely with Safeguarding leadership when culture intersects with child safety.

6. Growth Without Moral Debt Identify where scale introduces: Dehumanization Tokenization Cultural shortcuts Force early correction—before those patterns calcify.

What This Role Can Stop (Explicitly) The CWCO has the authority and duty to block: “We’ll fix culture later” decisions Performative DEI gestures without substance Growth strategies that quietly exclude or harm Leadership behavior that erodes trust or dignity Cultural hypocrisy between mission and practice If necessary, this role may recommend removal of leaders, restructuring of teams, or halting of initiatives.

Relationship to the Constellation Layer This role aligns with OLYD’s Constellation philosophy: seeing whole systems, not symptoms. Just as our Constellation research model refuses generic solutions and demands precision, the CWCO ensures culture is treated as a system, not vibes or slogans THE OLYD CONSTELLATION DOCTRINE

. What This Role Is Not ❌ Not an HR compliance role ❌ Not a DEI checkbox ❌ Not a morale or engagement manager ❌ Not a marketing-facing values spokesperson This is governance, integrity, and courage work.

Ideal Background (Non-Traditional Welcome) We are open to leaders from: Ethics & governance Organizational psychology Trauma-informed leadership Cultural anthropology High-integrity nonprofit leadership Whistleblower-safe institutional design Any field where saying “no” mattered Formal DEI credentials are not required. Moral courage is.

Personal Qualities Required Unflinching integrity Comfort with tension and disagreement Ability to say “no” without ego Deep respect for human dignity Systems thinker, not slogan thinker Calm under pressure Trusted by both leadership and frontline teams Final Word This role exists because culture fails quietly before it fails publicly. The Chief Workplace Culture Officer ensures that as Oh!

Love Ya Dawn becomes massive, influential, and complex—we do not become careless with people. This role protects the soul of the Children’s Empire.

And it has the authority to do so. Show more Show less