Chief Culture Officer

Studies have shown that women and people of color are less likely to apply for jobs unless they meet every one of the qualifications listed. We are interested in finding the best candidate for the job, and that candidate may come from a less traditional background. If you meet key qualifications for the job, and believe you would be the best fit, we encourage you to apply; please use your cover letter to explain how you will accomplish parts of the job for which you have less experience. If you are unsure whether you meet the qualifications of this position, please feel free to contact us.

Job Status: Full Time, Salaried, Exempt

Job Site: Any DevNW Office/Region (Lane, Linn/Benton, Marion, Clackamas)

**Note: all staff are currently working from home due to COVID-19. A home office set-up stipend and monthly internet contribution are in place for the duration of required telework. DevNW is currently evaluating our longer term telework policy, and may go to a hybrid model. Regardless of telework options, this position would need to live within our territory in order to travel to some in-person meetings and events.**

Job Salary: $86,000 – 106,000, depending on depth of relevant experience, knowledge, skills, and abilities listed below; 5% pay differential for bilingual English/Spanish

Benefits: Medical, dental and vision insurance; a deferred compensation retirement plan that includes an employer match (eligibility for the plan begins after one year of employment); paid vacation, sick leave, and holidays; optional alternative schedule of 5/8s, 4/10s, or 4/9s+4.

Supervisor: CEO

To apply, please submit a cover letter that describes how your education and experience prepare you for this position and a resume. Applications will be reviewed as they are received, and the position will be open until filled; priority will be given to applications received before October 15.


DevNW is a regional nonprofit community development organization and member of the NeighborWorks® Network. We have offices in Springfield, Corvallis, Salem, and Oregon City, and serve a six-county area with a mission to build vibrant communities by empowering individuals, families, small businesses, and neighborhoods. We provide a range of programs and services that create affordable housing; promote economic stability and opportunities for low-income people; and build thriving, inclusive neighborhoods. DevNW is dedicated to deconstructing the racist and discriminatory systems that have led to vast inequalities in housing, asset/wealth building, and small business development in our communities. We are a creative, responsive, and entrepreneurial organization that rarely looks the same from one year to the next. We work at both the micro level (individuals and families) and macro level (systems, policies, neighborhoods) to create more equitable communities.

Purpose of the Position:

The Chief Culture Officer (CCO) is a new position that will join the executive leadership team at DevNW to spearhead the development of an inclusive, healthy, knowledgeable, nimble, and cohesive staff team. The CCO will be a primarily internally-facing position that will work with every team across the organization. The CCO will provide leadership for our Diversity, Equity, Inclusion, and Justice work; build a comprehensive Human Resources program that is rooted in equity and focuses holistically on staff wellbeing and development; develop our internal leadership, supervisory, and management capacity; and shape internal communication and culture-building activities to foster a connected a high-performing team.

Typical Examples of Work:

Below is an illustrative list of the responsibilities of the Chief Culture Officer. This list is does not include all of the specific tasks the employee may be expected to perform.

Diversity, Equity, Inclusion, and Justice Cultural Transformation and Management (35%)

  • Working with the Executive Team and including all-staff engagement, oversee strategic planning, annual action planning, and implementation of organizational changes that further our commitment to DEIJ and becoming an anti-racist organization.
  • Identify, screen, and act as primary staff liaison to consultants, trainers, and other external partners helping us implement and maintain this culture shift.
  • Lead our internal Equity Action Committee of 12 employees that acts as a steering committee for our DEIJ work; provide coaching and support for the committee co-chairs and other members.

Human Resources and Professional Development (25%)

  • Work collaboratively with the HR Manager and the Executive Team to create a holistic HR program that includes proactive professional development and cultivates staff wellness in addition to providing the legal functions of HR.
  • Provide professional development for Managers and Supervisors through a variety of mechanisms (including direct coaching, internal group trainings, identifying and coordinating external trainings, etc.) that establishes a common supervisory culture for the organization and builds our capacity for effective, equitable, inclusive supervision.

Internal Communication Systems (25%)

  • Establish systems of internal communication that build cohesion among our team as the organization grows by:
    • helping staff feel informed about and able to contribute effectively to organizational decisions/processes/direction;
    • fostering connections among staff across program areas and geographic locations to build personal relationships and a feeling of a united team;
    • articulating and reinforcing the mission, vision, and integrated relationships between our different programs and services to cultivate a strong internal understanding of DevNW’s identity, purpose, and impact.
  • Identify internal systems (especially inter-departmental) that cause frustration, inefficiencies, and stress, and work together with the impacted staff and leadership to implement effective solutions.
  • Collaborate with the CEO to plan and lead staff meetings, events, and other activities that shape a positive organizational culture.

Data (15%)

  • Supervise the new Data Analyst position, and help craft data systems that measure and track changes related to equity goals both internally (staff/board composition, staff experience, etc.) and externally (need for and impacts of our programs and services).

Additional Duties:

  • Other specific projects as assigned or developed

Supervisory Responsibilities:

The Chief Culture Officer will directly supervise the HR Manager and Data Analyst. With support from the CEO, the CCO will also provide coaching and professional development to staff across the organization, including peers on the executive leadership team.

Job-Specific Experience, Knowledge, Skills and Abilities:

We know that experience is gathered in many ways. These guidelines represent some, but not all of the ways you might have acquired the skills required for this role. If you have a demonstrated ability to fulfill the job duties, but got there in a different way, please apply.


  • A masters degree and 5 years of progressive management responsibility in a related field with proven impacts in equitable organization and staff development;
  • A bachelors degree and 6-10 years of progressive experience with proven impact;
  • 10+ years of high level management and leadership experience with proven impact.

Demonstrated knowledge of:

  • Diversity, equity, inclusion, and justice work, including cultural transformation within an organization;
  • Organizational development, especially for a growing and evolving organization, including dismantling systems of racism and oppression and implementing systems rooted in equity and anti-racism;
  • Staff development, including through an anti-racist, equity-focused lens, including the development of leadership and supervisory skills;
  • Holistic HR programs and practices that both ensure legal compliance for a growing organization while also centering staff wellbeing, especially for BIPOC and other staff from communities that have been historically marginalized;
  • Strategic communication, especially internally within an organization, that builds a common culture, engagement and cohesion;
  • Building equitable policies, procedures, and operations that ensure access (both internally and externally) by underserved communities, including feedback loops and data analysis to determine success and/or foster continual improvement;
  • Supervision and staff development, including individual coaching and professional development across a range of positions, cross-cultural supervision skills, building supervisory/management skills for mid-level and/or new supervisors.

Ability to:

  • Think creatively and strategically about organizational and staff development;
  • Bring extensive knowledge and tools related to organization, staff, and culture development, and apply them to the unique organization that is DevNW;
  • Cultivate a cohesive and high performing team, including developing strong leadership skills across the organization;
  • Collaborate with the DevNW and CLW leadership team – as well as the full staff team - to evaluate, improve, and build a healthy organizational culture;
  • Communicate effectively with – and build strong relationships with – coworkers across the organization.

General Knowledge, Skills, and Abilities:

  • Commitment to the ideals of equity, asset building, economic justice, and creating economic opportunities for low- to moderate-income families;
  • Effective and creative problem solving;
  • Communicate information clearly and accurately verbally and in writing;
  • Establish and maintain effective relationships with individuals and groups;
  • Ability to thrive in a job that is fast-paced and varies from one day to the next;
  • Willingness and ability to adapt quickly as program and organizational needs evolve;
  • Ability to work independently and as a member of a close-knit team, with equal ease;
  • Proficient in Microsoft Office suite applications including Word, Excel, and Outlook.

Additional Requirements:

  • Ability to work some evening and weekend hours for occasional conferences and events, etc. (once a month or less); travel to other locations in Oregon; and travel out of state for training and/or conferences for periods up to a week (once a year or less).
  • This position will require periodic travel to all of our office loactions, as well as meets and partner events around Oregon. Must have valid Oregon driver’s license and ability to be covered by organizational insurance in order to use company vehicles for work travel, and/or must have reliable transportation, auto insurance and maintain a valid driver’s license (mileage reimbursement provided for work travel in own vehicle).
  • Ability to use a computer/keyboard (or adaptive equipment) and associated software for videoconferencing, word processing, spreadsheets, databases, email and calendar/scheduling programs.

To Apply: please submit an application to Erika Reyes, . An application consists of a cover letter that describes how your education and experience prepare you for this position and a resume. Please include “Chief Culture Officer” in the subject line of the email. We will begin reviewing applications on October 15th, and the position will remain open until filled.

DevNW is an Equal Employment Opportunity Employer. All qualified persons are encouraged to apply. Applications for employment will be considered without regard to race, color, national or ethnic origin, religion, gender, gender identity, sexual orientation, marital status, age, disability, and any other characteristic protected by applicable law.

DevNW values diversity and supports a positive, welcoming environment where all of our employees can thrive. We strive to hire a workforce representative of the communities we serve, understanding a diverse workforce strengthens our organization.