COO Jobs
COO jobs are open across technology, healthcare, financial services, manufacturing, and consumer brands, from growth-stage startups to large enterprises, with specializations in operations strategy, supply chain, and P&L management. Find a role that fits from the openings below and apply directly.
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Showing 5 of 3,919+ COO jobs
Job ID: 296071
Location Name: FSC REMOTE SF/NY/DC -173(USA_0173)
Address: FSC, Remote, Remote REMOTE, United States (US)
Job Type: Full Time
Position Type: Regular
Job Function: Human Resources
Work Location: MarketBased
Your safety matters to us
All official Sephora US recruitment emails will come from a @sephora.com email address. We will never interview via text, ask you to download unfamiliar software, or request sensitive personal information such as your SSN or banking details via email, phone, or text. Learn more about Sephora on our official careers site inside-sephora.com, and search for verified US roles at join.sephora.com.
Belong to Something Beautiful
At Sephora, beauty is about feeling seen, valued, and empowered, individually and collectively. It is connecting deeply with others, celebrating diversity and inclusivity, unlocking your potential, and making a difference every day. Together, we belong to something beautiful.
Director, HRBP, Retail Operations West
Location: Remote, can be based in any major city throughout the Midwest/Central or Western part of the US and within an hour of a major airport
Job Family: Human Resources
Level: Director
About the Team
The Retail Human Resources team is responsible for building HR Business Partner capability and delivering strategic people support to Sephora’s Retail organization. This team leads, coaches, and develops HR Business Partners who partner with Retail Operations leaders to strengthen talent, leadership, culture, workforce effectiveness, and employee experience across a large, complex, multi-unit retail environment.
Position Overview
The Director, Retail Human Resources is a strategic leader responsible for elevating organizational performance through talent, leadership, culture, and workforce effectiveness. This role serves as the senior HR partner to Retail Operations and leads a team of HR Business Partners supporting a large, complex, multi-unit retail organization.
The Director plays a critical role in translating strategy into meaningful business outcomes while helping shape the future of the HR function. This leader combines strong business acumen, organizational insight, and leadership influence to solve complex challenges, strengthen leadership capability, and drive meaningful business and organizational outcomes.
The ideal candidate moves seamlessly between frontline realities and enterprise strategy, understanding the root causes behind business challenges while developing scalable solutions that improve performance, culture, and organizational health. They are equally comfortable listening and learning as they are challenging assumptions, influencing senior leaders, and driving meaningful change.
This leader is responsible for building trust, raising standards, developing future HR leaders, and fostering a culture of innovation, accountability, continuous improvement, and business partnership.
Key Responsibilities
HR Team Leadership & Capability Building
- Lead, coach, develop, and inspire a team of HR Business Partners.
- Establish clear expectations and accountability for strategic business partnership, execution, and leadership effectiveness.
- Build team capability in organizational effectiveness, talent strategy, workforce planning, data-driven decision making, and business acumen.
- Develop future HR leaders through coaching, feedback, development planning, and stretch opportunities.
- Foster a culture of learning, collaboration, continuous improvement, and operational excellence.
- Drive consistency in HRBP practices, standards, and service delivery across supported geographies.
- Leverage AI-enabled tools responsibly to improve insight generation, streamline HR processes, and scale consistent support for leaders and teams.
Strategic Business Partnership
- Serve as a trusted advisor and strategic HR partner to Retail Operations leaders.
- Develop and implement people strategies that drive business performance, talent outcomes, organizational effectiveness, and employee engagement.
- Partner with leaders to assess organizational health, identify workforce risks, and develop actionable solutions.
- Balance immediate business needs with long-term talent and organizational priorities.
- Influence key business decisions through data, workforce insights, business acumen, and sound judgment.
- Support organizational changes and business initiatives while ensuring alignment with company priorities and values.
Culture & Employee Experience
- Protect and strengthen Sephora’s culture by promoting leadership behaviors aligned with company values.
- Partner with leaders to foster environments that support accountability, trust, inclusion, development, and performance.
- Support organizational and change initiatives that enhance employee experience and business effectiveness.
- Reinforce leadership expectations and team norms that contribute to a high-performing, customer-focused culture.
- Continuously assess organizational health and recommend actions that improve engagement, retention, and effectiveness.
Leadership, Influence & Cross-Functional Partnership
- Provide candid coaching and feedback to leaders while maintaining strong partnerships and trust.
- Influence decisions and drive alignment across multiple stakeholders without relying on positional authority.
- Navigate ambiguity and competing priorities while maintaining focus on business outcomes.
- Demonstrate resilience, adaptability, and accountability during periods of change.
- Exercise sound judgment and manage risk while balancing business needs and employee experience.
- Build strong, trusted relationships across all levels of the organization.
- Establish credibility through business partnership, expertise, consistency, and results.
- Collaborate effectively with Retail Operations, Talent Acquisition, Employee Relations, Labor Relations, Legal, Learning & Development, Finance, Technology, and Corporate partners.
- Ensure alignment and consistency of HR practices, expectations, and execution across East and West HRBP teams.
- Share best practices and drive standardized approaches that improve organizational effectiveness across regions.
Qualifications
Required Experience
- 10+ years of progressive HR Business Partner experience supporting senior business leaders in a complex, multi-unit, or geographically dispersed organization.
- 3+ years of people leadership experience, including leading, coaching, and developing HR professionals.
- Demonstrated experience translating business priorities into people strategies that improve organizational effectiveness, leadership capability, workforce planning, talent outcomes, engagement, and retention.
- Strong working knowledge of employee relations, employment law, compliance, talent management, organizational design, change management, and HR operating practices in a retail or multi-site environment.
Education
- Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field required.
- Advanced degree preferred.
Preferred Certifications
- SPHR, SHRM-SCP, or comparable senior HR certification preferred.
Competencies
- Strategic Vision
- Business Acumen
- Organizational Effectiveness
- Talent Strategy
- Leadership Development
- Workforce Planning
- Data-Driven Decision Making
- Collaboration & Partnership
- Influence & Executive Presence
- Change Management
- Employee Experience
- Inclusive Leadership
- Agility & Managing Ambiguity
- Resilience
- Results Orientation
- Coaching & Talent Development
Working Conditions
- Availability outside standard business hours may be required to support urgent employee relations, operational, or business needs.
- Travel up to 25% for store visits, regional meetings, and corporate office needs.
Leadership Responsibilities
- Directly leads a team of HR Business Partners.
- Responsible for coaching, performance management, succession planning, and capability development of the HRBP team.
- Builds a high-performing and engaged HR organization that delivers strategic value to Retail Operations.
Reporting Structure
Reports To: VP, HRBP, Retail
This role is responsible for leading a team of HR Business Partners supporting Sephora’s Retail Operations organization across multiple geographies.
What You’ll Get:
The annual base salary range for this position is $150,705.00 - $201,000.00. The actual base salary offered depends on a variety of factors, which may include, as applicable, the applicant’s qualifications for the position; years of relevant experience; specific and unique skills; level of education attained; certifications or other professional licenses held; other legitimate, non-discriminatory business factors specific to the position; and the geographic location in which the applicant lives and/or from which they will perform the job. Individuals employed in this position may also be eligible to earn bonuses. This job will be posted for a minimum of five days.
- Caring Community. You’ll collaborate with teammates who are equally passionate about innovating and driving the industry forward – together, united in beauty.
- Fulfilling Path. Your career transformation starts here, with opportunities that will challenge, stretch and develop your skills.
- Meaningful Work. As you make an impact on beauty, you’ll feel and see the positive change (consumer, industry, and social) that your individual voice is a part of.
Rewards as Unique as You:
Some benefits have eligibility requirements and may depend on job classification and length of employment.
- Health. Choose a healthcare plan to fit you and your family’s needs with medical, dental, and vision coverage. Sephora also fully covers our employees’ disability and life insurance.
- Wealth. We offer a competitive 401k with 4% match as well as FSA and HSA programs. We also offer a Student Debt Retirement plan, where your student loan payments qualify to earn the 401k match from Sephora.
- Balance. You’ll be empowered to find the perfect blend of work/life balance that actually works for you with PTO, flexibility, protected leave, and more.
- Growth. Career growth is built into every role, with access to training, development, and tuition reimbursement.
- Perks. Think you’ve tried it all? Enjoy a 30% discount on all merchandise/services, opportunities for free product or “gratis,” and flash sale discounts on LVMH brand products.
- Support. Join a team that truly cares – with free mental health and financial coaching resources with 24/7 access to Modern Health and Financial Finesse. Plus, volunteer and donation matching.
Sephora values a diverse and inclusive workplace and considers all applicants without regard to sex, pregnancy, race, color, national origin, gender (including gender identity and gender expression), age, religion, sexual orientation, military/veteran status, disability, or any other protected category. Sephora is committed to providing reasonable accommodation to applicants with disabilities or other medical conditions.
Sephora will consider all qualified applicants, including those with arrest and conviction records in a manner consistent with the requirements of all applicable laws, including the Los Angeles Fair Chance Initiative for Hiring Ordinance, the San Francisco Fair Chance Ordinance, and the New York City Fair Chance Act.
Join Us and Belong to Something Beautiful
Job ID: 296071
Location Name: FSC REMOTE SF/NY/DC -173(USA_0173)
Address: FSC, Remote, Remote REMOTE, United States (US)
Job Type: Full Time
Position Type: Regular
Job Function: Human Resources
Work Location: MarketBased
Your safety matters to us
All official Sephora US recruitment emails will come from a @sephora.com email address. We will never interview via text, ask you to download unfamiliar software, or request sensitive personal information such as your SSN or banking details via email, phone, or text. Learn more about Sephora on our official careers site inside-sephora.com, and search for verified US roles at join.sephora.com.
Belong to Something Beautiful
At Sephora, beauty is about feeling seen, valued, and empowered, individually and collectively. It is connecting deeply with others, celebrating diversity and inclusivity, unlocking your potential, and making a difference every day. Together, we belong to something beautiful.
Director, HRBP, Retail Operations West
Location: Remote, can be based in any major city throughout the Midwest/Central or Western part of the US and within an hour of a major airport
Job Family: Human Resources
Level: Director
About the Team
The Retail Human Resources team is responsible for building HR Business Partner capability and delivering strategic people support to Sephora’s Retail organization. This team leads, coaches, and develops HR Business Partners who partner with Retail Operations leaders to strengthen talent, leadership, culture, workforce effectiveness, and employee experience across a large, complex, multi-unit retail environment.
Position Overview
The Director, Retail Human Resources is a strategic leader responsible for elevating organizational performance through talent, leadership, culture, and workforce effectiveness. This role serves as the senior HR partner to Retail Operations and leads a team of HR Business Partners supporting a large, complex, multi-unit retail organization.
The Director plays a critical role in translating strategy into meaningful business outcomes while helping shape the future of the HR function. This leader combines strong business acumen, organizational insight, and leadership influence to solve complex challenges, strengthen leadership capability, and drive meaningful business and organizational outcomes.
The ideal candidate moves seamlessly between frontline realities and enterprise strategy, understanding the root causes behind business challenges while developing scalable solutions that improve performance, culture, and organizational health. They are equally comfortable listening and learning as they are challenging assumptions, influencing senior leaders, and driving meaningful change.
This leader is responsible for building trust, raising standards, developing future HR leaders, and fostering a culture of innovation, accountability, continuous improvement, and business partnership.
Key Responsibilities
HR Team Leadership & Capability Building
- Lead, coach, develop, and inspire a team of HR Business Partners.
- Establish clear expectations and accountability for strategic business partnership, execution, and leadership effectiveness.
- Build team capability in organizational effectiveness, talent strategy, workforce planning, data-driven decision making, and business acumen.
- Develop future HR leaders through coaching, feedback, development planning, and stretch opportunities.
- Foster a culture of learning, collaboration, continuous improvement, and operational excellence.
- Drive consistency in HRBP practices, standards, and service delivery across supported geographies.
- Leverage AI-enabled tools responsibly to improve insight generation, streamline HR processes, and scale consistent support for leaders and teams.
Strategic Business Partnership
- Serve as a trusted advisor and strategic HR partner to Retail Operations leaders.
- Develop and implement people strategies that drive business performance, talent outcomes, organizational effectiveness, and employee engagement.
- Partner with leaders to assess organizational health, identify workforce risks, and develop actionable solutions.
- Balance immediate business needs with long-term talent and organizational priorities.
- Influence key business decisions through data, workforce insights, business acumen, and sound judgment.
- Support organizational changes and business initiatives while ensuring alignment with company priorities and values.
Culture & Employee Experience
- Protect and strengthen Sephora’s culture by promoting leadership behaviors aligned with company values.
- Partner with leaders to foster environments that support accountability, trust, inclusion, development, and performance.
- Support organizational and change initiatives that enhance employee experience and business effectiveness.
- Reinforce leadership expectations and team norms that contribute to a high-performing, customer-focused culture.
- Continuously assess organizational health and recommend actions that improve engagement, retention, and effectiveness.
Leadership, Influence & Cross-Functional Partnership
- Provide candid coaching and feedback to leaders while maintaining strong partnerships and trust.
- Influence decisions and drive alignment across multiple stakeholders without relying on positional authority.
- Navigate ambiguity and competing priorities while maintaining focus on business outcomes.
- Demonstrate resilience, adaptability, and accountability during periods of change.
- Exercise sound judgment and manage risk while balancing business needs and employee experience.
- Build strong, trusted relationships across all levels of the organization.
- Establish credibility through business partnership, expertise, consistency, and results.
- Collaborate effectively with Retail Operations, Talent Acquisition, Employee Relations, Labor Relations, Legal, Learning & Development, Finance, Technology, and Corporate partners.
- Ensure alignment and consistency of HR practices, expectations, and execution across East and West HRBP teams.
- Share best practices and drive standardized approaches that improve organizational effectiveness across regions.
Qualifications
Required Experience
- 10+ years of progressive HR Business Partner experience supporting senior business leaders in a complex, multi-unit, or geographically dispersed organization.
- 3+ years of people leadership experience, including leading, coaching, and developing HR professionals.
- Demonstrated experience translating business priorities into people strategies that improve organizational effectiveness, leadership capability, workforce planning, talent outcomes, engagement, and retention.
- Strong working knowledge of employee relations, employment law, compliance, talent management, organizational design, change management, and HR operating practices in a retail or multi-site environment.
Education
- Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field required.
- Advanced degree preferred.
Preferred Certifications
- SPHR, SHRM-SCP, or comparable senior HR certification preferred.
Competencies
- Strategic Vision
- Business Acumen
- Organizational Effectiveness
- Talent Strategy
- Leadership Development
- Workforce Planning
- Data-Driven Decision Making
- Collaboration & Partnership
- Influence & Executive Presence
- Change Management
- Employee Experience
- Inclusive Leadership
- Agility & Managing Ambiguity
- Resilience
- Results Orientation
- Coaching & Talent Development
Working Conditions
- Availability outside standard business hours may be required to support urgent employee relations, operational, or business needs.
- Travel up to 25% for store visits, regional meetings, and corporate office needs.
Leadership Responsibilities
- Directly leads a team of HR Business Partners.
- Responsible for coaching, performance management, succession planning, and capability development of the HRBP team.
- Builds a high-performing and engaged HR organization that delivers strategic value to Retail Operations.
Reporting Structure
Reports To: VP, HRBP, Retail
This role is responsible for leading a team of HR Business Partners supporting Sephora’s Retail Operations organization across multiple geographies.
What You’ll Get:
The annual base salary range for this position is $150,705.00 - $201,000.00. The actual base salary offered depends on a variety of factors, which may include, as applicable, the applicant’s qualifications for the position; years of relevant experience; specific and unique skills; level of education attained; certifications or other professional licenses held; other legitimate, non-discriminatory business factors specific to the position; and the geographic location in which the applicant lives and/or from which they will perform the job. Individuals employed in this position may also be eligible to earn bonuses. This job will be posted for a minimum of five days.
- Caring Community. You’ll collaborate with teammates who are equally passionate about innovating and driving the industry forward – together, united in beauty.
- Fulfilling Path. Your career transformation starts here, with opportunities that will challenge, stretch and develop your skills.
- Meaningful Work. As you make an impact on beauty, you’ll feel and see the positive change (consumer, industry, and social) that your individual voice is a part of.
Rewards as Unique as You:
Some benefits have eligibility requirements and may depend on job classification and length of employment.
- Health. Choose a healthcare plan to fit you and your family’s needs with medical, dental, and vision coverage. Sephora also fully covers our employees’ disability and life insurance.
- Wealth. We offer a competitive 401k with 4% match as well as FSA and HSA programs. We also offer a Student Debt Retirement plan, where your student loan payments qualify to earn the 401k match from Sephora.
- Balance. You’ll be empowered to find the perfect blend of work/life balance that actually works for you with PTO, flexibility, protected leave, and more.
- Growth. Career growth is built into every role, with access to training, development, and tuition reimbursement.
- Perks. Think you’ve tried it all? Enjoy a 30% discount on all merchandise/services, opportunities for free product or “gratis,” and flash sale discounts on LVMH brand products.
- Support. Join a team that truly cares – with free mental health and financial coaching resources with 24/7 access to Modern Health and Financial Finesse. Plus, volunteer and donation matching.
Sephora values a diverse and inclusive workplace and considers all applicants without regard to sex, pregnancy, race, color, national origin, gender (including gender identity and gender expression), age, religion, sexual orientation, military/veteran status, disability, or any other protected category. Sephora is committed to providing reasonable accommodation to applicants with disabilities or other medical conditions.
Sephora will consider all qualified applicants, including those with arrest and conviction records in a manner consistent with the requirements of all applicable laws, including the Los Angeles Fair Chance Initiative for Hiring Ordinance, the San Francisco Fair Chance Ordinance, and the New York City Fair Chance Act.
Join Us and Belong to Something Beautiful
COO Jobs by Experience Level
Top Cities Hiring COOs
Explore COO openings in the cities hiring most right now.
See All 3,919+ COO Jobs
Find roles that match your experience and apply in just a few clicks.
Find COO JobsCOO Job Market
Who's Hiring
- CVS Health204
- BayMark Health Services51
- Milan Laser Hair Removal47
- Cornerstone Caregiving27
- GEICO20
Top Industries Hiring
- Insurance82
- Healthcare & Medical Services31
- Biotechnology & Pharmaceuticals31
- Food & Beverage16
- Retail12
What Employers Look For
The qualifications that appear most often in COO jobs.
- 10 or more years of progressive operational leadership experience
- Demonstrated P&L ownership across a full business unit or company
- Experience scaling teams and building cross-functional processes
- Strong financial acumen including budgeting, forecasting, and reporting
- Proven ability to translate strategy into executable operational plans
- Bachelor's degree required, MBA or equivalent advanced degree preferred
Tips for Your COO Job Search
Quantify operational outcomes on your resume
COO resumes live or die by metrics. Replace vague leadership claims with concrete results: headcount scaled, cost reduced as a percentage, revenue influenced, or cycle time cut. Hiring boards at this level screen for operators who can show what changed under their watch.
Tailor your story to stage of company
A seed-stage startup COO and a Fortune 500 COO are nearly different jobs. Lead your positioning with the stage you've operated in most recently, then tie every example to the specific challenges that stage demands, whether that's building process from scratch or optimizing at scale.
Apply early to roles that fit
Migrate Mate lists coo openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Prepare a cross-functional leadership narrative
COO interviews probe how you align sales, product, finance, and operations toward a single goal. Before each interview, map out one specific initiative where you coordinated at least three functions. Practice narrating the tradeoffs, the resistance you faced, and how you resolved it.
Negotiate beyond base salary from day one
COO offers typically include equity, performance bonuses, and scope definitions that matter as much as cash. Know what percentage of the company you're being offered, what the vesting cliff looks like, and whether the operational scope is clearly defined before you respond to any term sheet.
Follow up with a written post-interview memo
After a final-round interview, send a brief memo, not just a thank-you note, that outlines your 90-day operating thesis for the role. This mirrors how effective COOs actually work and signals strategic readiness in a way that generic follow-ups never do.
COO Jobs: Frequently Asked Questions
Which companies are hiring the most COOs?
The companies hiring the most coos right now include CVS Health, BayMark Health Services, and Milan Laser Hair Removal, with the largest share of openings in Texas, California, and New York, based on current listings on Migrate Mate as of September 2026. Demand is especially concentrated in high-growth technology companies and private-equity-backed businesses undergoing operational transformation.
How many COO jobs are remote?
About 53% of coo openings are fully remote or hybrid as of September 2026, though fully remote arrangements are less common at this level than in individual-contributor roles. Sub-areas like digital operations, SaaS company leadership, and tech-forward startups tend to offer the most location flexibility for coo candidates.
How do you become a COO?
Most coos build toward the role by first running a major function, such as finance, product, or supply chain, then taking on cross-functional responsibility, and eventually owning full P&L accountability. Gaining experience in high-stakes initiatives, building a reputation for execution under pressure, and developing direct relationships with board-level stakeholders accelerates the path considerably.
Can you get hired as a COO without prior C-suite experience?
Yes, particularly at startups and early-growth companies that prioritize operational results over formal titles. Candidates who've served as VP of Operations, General Manager, or Head of a major business unit with clear ownership over outcomes can make a credible case. Framing your resume around decisions made, teams built, and measurable results delivered matters more than the title you held.
What does the COO interview process look like?
COO interviews typically run across multiple rounds and include an initial conversation with the CEO or a board member, a deep operational case study or business diagnostic exercise, and a series of cross-functional interviews with the heads of finance, product, and sales. Final rounds often include a presentation of your operating philosophy or a 90-day plan for the specific business.
Where can I find and apply to COO jobs?
You can find and apply to coo jobs on Migrate Mate, which lists current openings from across the United States. Find roles that match your experience and the company stage you want to work in, then apply directly to each listing from the page.
See All 3,919+ COO Jobs
Find roles that match your experience and apply in just a few clicks.
Find COO Jobs