Director Of People Jobs
Director Of People jobs are open across tech, healthcare, financial services, and consumer brands, at every level from senior HRBP to chief people officer, with specializations in talent strategy, organizational development, and total rewards. Find a role that fits from the openings below and apply directly.
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- Starting salaries are based on various factors, including candidate experience, education, knowledge, skills, and the cost of labor where the job is based. Salaries listed only apply to jobs based in the US.
Who We Are:
As a global leader, CARE is shaping the future of the humanitarian and development sector. Each year, we deliver support and services to millions of people globally. We do this by focusing on our mission and vision, and the values of equality and excellence that guide our organization. We seek dedicated individuals who align with our mission and are passionate about making it a reality by collaborating with others, embracing learning and innovation, and delivering results.
What We Are Looking For:
At CARE, we value diversely talented people who can bring different experiences and perspectives to our organization. We know that not all applicants will have every skill and qualification. We encourage everyone who meets the minimum required qualifications to apply. Having one or more of the preferred qualifications will strengthen an application. But, even if you are earlier in your career or followed a non-traditional educational or professional path, we hope you will consider a career at CARE.
Job Title: SR. MANAGER OF PEOPLE AND CULTURE REGIONAL AND CORPORATE BUSINESS PARTNERSHIPS
Job Location(s): US - Atlanta, GA
JOB SUMMARY:
The Senior Manager of People and Culture Regional and Corporate Business Partnerships serves as the principal strategic HR business partner to the Latin America and Caribbean (LAC) Regional Director, Regional Leadership Team, and designated headquarters-based senior leaders and client groups. The role translates organizational, regional, and business priorities into integrated workforce, talent, organizational design, culture, employee experience, and change strategies. It leads workforce planning, succession management, leadership development, employee engagement, complex employee relations, senior-level recruitment support, and people analytics. Working across regional, country-office, and headquarters structures, the role partners with Legal and People & Culture Centers of Excellence, strengthens HR capability, and advances responsible digital HR transformation.
RESPONSIBILITIES:
Regional and Corporate Strategic HR Business Partnership
- Serve as the principal HR Business Partner to the LAC Regional Director and Regional Leadership Team and as primary HR Business Partner for designated headquarters-based leaders and client groups.
- Embed workforce, talent, organizational effectiveness, culture, inclusion, safeguarding, and employee experience considerations into regional and business planning.
- Translate organizational People & Culture priorities and business priorities into actionable workforce, talent, culture, organizational effectiveness, and employee engagement strategies.
- Provide strategic oversight and independent, evidence-based counsel on workforce decisions, organizational structure, employee experience, employment risk, and leadership needs.
- Identify regional workforce trends, talent risks, succession vulnerabilities, employee relations concerns, and organizational effectiveness opportunities.
- Build trusted relationships with senior leaders, strengthen accountability for people actions, and ensure alignment between regional and corporate People & Culture initiatives.
- Partner with the Regional Director and Talent Acquisition on senior-level recruitment, succession planning, and leadership pipeline development.
Workforce Planning, Organizational Design and Change Leadership
- Lead strategic workforce planning for assigned regional and corporate portfolios.
- Advise leaders on organizational design, operating models, reporting structures, role clarity, workforce deployment, and job design.
- Lead the people-related aspects of restructures, workforce transitions, organizational redesigns, and transformation initiatives.
- Assess employee impacts and develop communication, training, stakeholder engagement, and change management plans.
- Partner with Finance, Legal, Total Rewards, and People & Culture Centers of Excellence to ensure organizational changes align with policy, job architecture, delegated authority, and compliance requirements.
- Support digital transformation initiatives that strengthen organizational effectiveness and workforce capability.
Talent, Performance, Succession, Leadership Effectiveness and HR Capability
- Lead talent reviews, succession planning, performance calibration, and employee engagement follow-up for assigned portfolios.
- Identify critical roles, high-potential talent, retention risks, leadership gaps, and workforce continuity needs.
- Coach senior leaders and managers on leadership effectiveness, employee development, performance management, team dynamics, and measurable engagement action plans.
- Promote equitable and inclusive talent practices and advance leadership pipelines and development opportunities for national staff in support of localization goals.
- Coach and mentor Country Office HR Leads to strengthen their effectiveness as strategic business partners.
- Facilitate collaboration, peer learning, and knowledge-sharing across the regional HR network and promote consistent implementation of People & Culture policies, systems, standards, and practices.
- Strengthen country-office capability in workforce planning, succession management, employee engagement, change management, HR technology, workforce analytics, automation, and emerging AI-enabled tools.
Employee Relations, Workforce Risk, Analytics, Total Rewards and Digital HR Transformation
- Provide senior-level guidance on complex employee relations matters across regional and corporate portfolios.
- Partner with Legal, Employee Relations, Ethics, Safeguarding, Security, and other stakeholders on investigations and sensitive employee matters.
- Assess legal, operational, financial, safeguarding, and reputational risks and recommend values-based solutions; support HR audits, compliance reviews, and risk assessments.
- Support regional and country-office leadership during humanitarian emergencies to address employee well-being, workforce continuity, and duty-of-care obligations.
- Analyze workforce data on turnover, retention, vacancies, engagement, succession, mobility, and employee relations to inform strategic decisions and identify risks and opportunities.
- Partner with Total Rewards on compensation reviews, job evaluation, market assessments, pay equity analyses, promotions, and retention strategies.
- Champion responsible workforce analytics, automation, AI-enabled HR solutions, and emerging technologies and lead or contribute to cross-functional modernization and transformation initiatives.
Required Qualifications:
- Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field, or equivalent combination of education and work experience.
- Minimum 10 years of progressively responsible HR experience, including at least 5-7 years in a senior HR Business Partner, Regional HR Leadership, or comparable strategic HR role.
- Demonstrated experience supporting senior leaders in workforce planning, organizational design, talent management, succession planning, and organizational change.
- Experience in complex, geographically dispersed, multinational, matrixed, or federated organizations.
- Strong employee relations, coaching, facilitation, organizational effectiveness, analytical, communication, stakeholder management, and consulting skills.
- Demonstrated ability to influence executive leaders and drive business outcomes through people strategies.
- Ability to handle sensitive and confidential matters with sound judgment and diplomacy.
Preferred Qualifications:
- Master’s degree in Human Resources, Organizational Development, Business Administration, or related field.
- SHRM-SCP, SPHR, or equivalent professional HR certification.
- Experience in international NGOs, humanitarian or development organizations, or other mission-driven global institutions.
- Experience supporting Latin America and Caribbean operations and working across headquarters, regional, and country-office structures.
- Experience with enterprise HRIS platforms and workforce analytics solutions.
- Familiarity with responsible AI adoption, HR technology transformation, and workforce automation initiatives.
- Spanish proficiency strongly preferred; Portuguese and/or French proficiency beneficial.
- Ability to travel internationally up to 20%.
There are individuals who may use CARE’s name and trademark in emails and on websites in an attempt to solicit fees from interested job-seekers. Some examples of these fees are placement fees or immigration processing fees. CARE does not use recruiting or placement agencies that charge candidates an up-front fee of any kind. Occasionally, CARE does employ recruiting or placement agencies to help us identify candidates for specific employment within CARE. If you’re contacted by a legitimate recruiting or placement agency, there should be no charge to you. If you suspect that you have been a victim of fraud from someone purporting to be CARE, please contact us at legal@care.org. Please do not email legal@care.org to apply for this position. Instead, click "apply now" below in order to submit your interest.
CARE is an Equal Opportunity employer. We provide equal employment opportunities to all employees and qualified applicants for employment without regard to race, color, sex, religion, ancestry, national origin, age, disability, marital status, or veteran status, or any other characteristics protected under applicable law.
Starting salaries are based on internal equity, candidate experience, and the cost of labor where the job is based. Salaries listed only apply to jobs based in the US.
Director Of People Jobs by Experience Level
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Who's Hiring
Top Industries Hiring
- Education
- Technology & Software
- Consulting & Professional Services
- Food & Beverage
- Science & Research
What Employers Look For
The qualifications that appear most often in director of people jobs.
- 8 or more years of progressive HR or people operations leadership experience
- Demonstrated ability to design and scale talent acquisition and retention programs
- Experience partnering directly with C-suite executives on workforce planning
- Proficiency in HRIS platforms such as Workday, BambooHR, or Rippling
- Bachelor's degree in human resources, organizational psychology, or a related field
- PHR, SPHR, or SHRM-SCP certification preferred by many mid-to-large employers
Tips for Your Director Of People Job Search
Tailor your resume to people metrics
Director of people roles expect quantified outcomes, not task lists. Reframe your experience around retention rates, time-to-fill improvements, engagement scores, and headcount growth you owned. Hiring teams will dismiss a resume that reads like an HR generalist's job description.
Apply early to roles that fit
Migrate Mate lists director of people openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Target companies at your preferred growth stage
The director of people role looks completely different at a 50-person startup versus a 5,000-person enterprise. Filter your search by company size and funding stage so your experience aligns with what the team actually needs you to build or scale.
Showcase systems you have built from scratch
Hiring managers want to know whether you can architect people programs, not just maintain inherited ones. Highlight performance review frameworks, onboarding redesigns, or compensation structures you built and implemented, with the business problem each one solved.
Prepare a leadership philosophy statement
Executive people-ops interviews almost always open with a prompt about how you approach culture, conflict, or organizational change. Draft a concise, specific statement in advance so you're not improvising your answer in front of a CEO or board observer.
Negotiate scope before you negotiate compensation
Before discussing an offer, get clarity on reporting structure, headcount, budget authority, and which functions roll up to you. A title upgrade without real authority limits your long-term impact and makes it harder to leave with a stronger resume line.
Director Of People Jobs: Frequently Asked Questions
Which companies are hiring the most director of peoples?
The companies hiring the most director of peoples right now include Respiris, Watson Institute, and HHM Hotels, with the largest share of openings in California, New York, and Illinois, based on current listings on Migrate Mate as of September 2026. Demand tends to concentrate in high-growth tech and healthcare organizations actively scaling their workforce.
How many director of people jobs are remote?
About 65% of director of people openings are fully remote or hybrid as of September 2026, making it one of the more flexible senior roles in the HR function. Sub-areas like total rewards strategy, people analytics, and DEI program leadership skew most heavily toward remote arrangements, while culture and onboarding roles more often require on-site presence.
How do you become a director of people?
Most directors of people move up through HR business partner or HR manager roles, building depth in at least two or three functional areas like talent acquisition, learning and development, or compensation. Earning an SPHR or SHRM-SCP credential strengthens your candidacy. Volunteering to lead cross-functional people initiatives and presenting workforce data to senior leaders are the fastest ways to build the executive presence the role demands.
Can you get a director of people job without extensive HR experience?
It's uncommon, but operators who have built and led teams at startups sometimes land director of people roles when a company prioritizes cultural fit and business acumen over HR credentials. Your strongest path is to document specific people outcomes you drove, such as a hiring process you overhauled or a retention problem you solved, and target early-stage companies where the role is being built rather than inherited.
What does the director of people interview process look like?
The process typically starts with a recruiter screen, followed by a structured interview with the CHRO or CEO covering your leadership philosophy and experience building people programs. Expect a panel round with cross-functional leaders whose teams you would support. Many employers also assign a take-home case study asking you to diagnose an organizational challenge and present a people strategy recommendation before a final offer conversation.
Where can I find and apply to director of people jobs?
You can find and apply to director of people jobs on Migrate Mate, which lists current openings from employers across the United States. Find roles that match your experience level, industry background, and preferred location or remote arrangement, then apply directly to each listing from the page.
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