Chief Workplace Culture Officer - Founding Fractional Role

Chief Workplace Culture Officer (CWCO)

Guardian of Dignity, Inclusion, and the Entirely Different Workplace™

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.

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