The way we work is changing. Hybrid teams and the growing focus on employee experience are transforming the workplace. In the middle of all of this change, a new kind of role is popping up on the job boards, ‘Culture Ops’.
Part HR, part operations, part employee experience, the Culture Ops role is bringing together people across teams, keeping them engaged, planning incredible events, and making connections a real focus across organisations.
What’s Driving the Shift Toward Culture-Focused Roles?
Traditionally, HR has handled the essentials: payroll, compliance, benefits, and policies. These functions are still super important, but they don’t cover the full employee experience.
“HR doesn’t have to be the function that has all the answers or is responsible for developing all the answers. It is more effective when HR unlocks and facilitates a forum that allows us to collectively, as employees, find the right answers,” says Nellie Peshkov, Vice President of People and Culture at Reddit in an interview with Spice Works.
Enter people operations and culture ops, roles designed to align company culture with business goals, keep employees engaged, and help teams feel connected.
The lines between HR, operations, executive support, and internal communications are beginning to blur. And one thing that’s bringing them together is events. But, culture ops professionals aren’t just planning happy hours. They’re creating meaningful experiences that reinforce values, drive collaboration, and build trust, especially across remote and hybrid teams.
So, What Exactly Is a Culture Ops Role?
Think of culture ops as the person building the foundation of an employee’s experience. This role has really found its place in tech and startup environments, but it’s also being listed on job boards for more traditional businesses.
Here’s what someone in this role might be responsible for:
- Organising company-wide events and offsites
- Leading internal comms across teams and time zones
- Supporting employee resource groups
- Tracking engagement through surveys and feedback
They’re the ones asking: How can we make this company a place where people genuinely want to be? And they’re the ones coming up with the answers too.
Why Events Are More Strategic Than Ever
Company events are having their moment. They do more than bring people together, they help communicate company values, create a sense of belonging, and keep everyone moving in the same direction.
How Can Events Reinforce Company Culture?
- Reinforce what your company stands for
- Connect remote and in-person employees
- Celebrate both personal and professional wins
- Encourage learning and growth
- Build trust and engagement across teams
Events are no longer just “nice to have.” They’re essential to shaping culture and making sure the company is living it and not just talking about it.
Why Culture Can’t Be an Afterthought in Growing Teams
As companies grow, maintaining a strong, consistent culture gets harder, but it also becomes more important than ever. Employees want to feel seen, supported, and part of something bigger.
According to LinkedIn, job titles referencing culture or well-being have grown 13% since 2019. And companies that invest in culture and employee experience see higher retention and productivity. It makes sense that people stay loyal to companies that create space for them to grow and thrive.
Common Challenges (and How to Handle Them)
Creating a culture that sticks, especially in a hybrid world, is hard work. A few issues these roles may face are:
1. Disconnected teams:
Culture ops helps bring remote and on-site employees together, building consistent experiences across the board.
2. Measuring impact:
It’s not always easy to prove ROI on culture-building efforts.. That’s where data comes in, participation metrics, survey feedback, and engagement scores all matter.
3. Copying what other companies are doing:
What works for one company won’t necessarily work for yours. The most impactful programs will come out of your unique values and goals.
And the goal isn’t to add more programmes. It’s to create an environment where people can do their best work, and feel good doing it.
The Takeaway
Culture Ops isn’t just a new job title, it’s a shift in how we think about work. It’s about bringing culture into the day-to-day, not treating it like an afterthought. And it’s about recognising that when people feel connected, they perform better, stay longer, and help drive your company forward.
