Manager Culture.

Manager Culture & Organizational Transformation

About InMobi

Since 2007, InMobi has built the extraordinary. We’ve built a way of working. Across 16 offices globally, we are builders, dreamers, doers—fluid enough to move fast, grounded enough to own outcomes, human enough to care deeply. Culture is at the core—embedded in how we work, how we decide, how we show up for each other.

About the Role

This is a strategic leadership role at the intersection of organizational behavior, psychology, people experience design, and transformation. You’ll diagnose how the organization actually functions, design the rituals and experiences that shape culture, and lead a team executing both strategy and craft.

This is not program management. This is strategic thinking and deep organizational diagnosis.

Key Responsibilities

Culture Strategy & Organizational Diagnostics (30%)

• Map organizational behavior patterns: where decisions get made, who has real influence, what behaviors get rewarded, where informal systems create flow or friction
• Identify gaps between espoused culture and lived culture
• Design culture strategy grounded in organizational behavior and psychology—translate aspirations into operating systems that actually shift behavior
• Challenge assumptions; test strategy against organizational reality
• Connect culture impact to business outcomes

People Experience Design & Large-Scale Rituals (30%)

• Design company rituals, events, and ceremonies that embody culture—not as engagement tactics, but as intentional experiences that build belonging and shift how people see themselves
• Lead ritual design at scale across the organization
• Design the touchpoints and infrastructure through which people experience culture daily
• Execute major company experiences with both strategic intent and craft

Internal Communications & Narrative (15%)

• Develop and lead internal communications strategy that brings culture and organizational transformation to life across the company
• Craft compelling narratives that help people understand why culture matters and how it connects to their work
• Design multi-channel communication campaigns that reinforce culture initiatives and shift organizational thinking
• Ensure consistent, authentic communication across leadership and all levels of the organization

Team Leadership (15%)

• Lead and develop a culture team that combines strategic thinking with execution
• Hire for mindset: systems thinking, psychological curiosity, rigor
• Build organizational development capability within the team

Executive Influence & Partnership (10%)

• Coach leadership on culture leadership and their role in shaping organizational behavior
• Partner with business leaders on org design and transformation
• Bring culture perspective into business strategy discussions

What We’re Looking For

Experience

• 8+ years in culture, organizational development, organizational psychology, or org design (not HR/people operations)
• Track record of shaping organizations through strategic partnership and influence, not just program execution
• Experience designing human experiences at scale—rituals, events, organizational ceremonies
• Evidence of helping organizations shift actual behaviors and patterns, not just improve sentiment
• Experience leading internal communications and narrative design around organizational change or culture initiatives

Mindset & Capabilities

• Systems thinker with behavioral lens. You see organizations as interconnected systems. You understand how structure shapes behavior, how incentives drive culture, how informal networks operate
• Expert at behavioral diagnosis. You can map organizational patterns—where decisions happen, who has influence, what gets rewarded. You understand the gap between stated and lived culture
• Grounded in organizational behavior and psychology. You read and apply organizational behavior science, change psychology, and org development frameworks. You’re informed by research, not trends
• Strong internal communications capability. You can craft compelling narratives that help people understand complexity. You know how to design messages and campaigns that actually shift thinking and behavior across large organizations
• Willingness to challenge. You push back with evidence. You’re comfortable saying I think we should reconsider to a peer. You’re not a yes person
• Equal parts strategist and craftsperson. You can design org systems and design rituals that move people. You don’t divorce strategy from lived experience
• Comfort with complexity. Culture work is messy. You model learning, not certainty

Communication

• Excellent at translating complex organizational concepts for different audiences
• Strong stakeholder influence—people listen because you’ve done the work
• Comfortable in difficult conversations and organizational discomfort

Why Join Us

This isn’t a traditional culture role. You won’t plan happy hours. You’ll be a strategic peer working on one of the most fascinating challenges: how to scale an organization while preserving what makes it distinct. You’ll apply organizational science to real business problems. You’ll lead a team. You’ll influence executives. You’ll shape how 1000+ people across 16 offices experience work.

We value deep thinking, evidence-based perspectives, and the willingness to challenge. You’ll find that here