Head Of People Jobs
Head Of People jobs are open across technology, healthcare, financial services, and consumer goods, from early-career HR business partner roles to chief people officer, with specializations in talent acquisition, culture and engagement, and total rewards. Find a role that fits from the openings below and apply directly.
Find Head Of People JobsOverview
Open roles38
Top stateCalifornia
Top employerRespiris
Top citySan Francisco, CA
Work type42% Hybrid
Top industryScience
Showing 5 of 38+ Head Of People jobs
Head of People
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Added 3d ago
CBRE
Head of People
Atlanta, Georgia
Added 3d ago
Head of People
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Added 5d ago
Prime Intellect
Head of People
San Francisco, California
Added 5d ago
C
Chief People Officer / Head of Legal Talent and Retention
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C
Added 6d ago
Correll Law Firm
Chief People Officer / Head of Legal Talent and Retention
Winchester, Virginia
Added 6d ago
Legal Defense Fund: Head of People and Culture
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Added 1w ago
Nonprofit HR
Legal Defense Fund: Head of People and Culture
New York, New York
Added 1w ago
Head of People
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Added 1w ago
MAS Global Consulting
Head of People
Tampa, Florida
Added 1w ago
Added 3d ago
Head of People
CBRE·Atlanta, Georgia
Job functions:
Remote (US)
Bachelor's degree
10,000+ employees
Job Description
About the Role:
The Head of People serves as the senior People leader for a large, complex client account supporting a distributed manufacturing, engineering and technical-services workforce. The role translates client and business priorities into a practical, compliant and scalable People strategy that strengthens operational readiness, leadership capability, employee experience and sustainable account growth.
This leader has end-to-end accountability for the account People operating model, directly leading People Operations, Learning & Development, People Analytics/Change Management and People Business Partner functions, with close partnership and matrix alignment with Talent Acquisition and Communications.
The Head of People serves as a strategic advisor to account executives and client-facing operational leaders and requires regular travel to sites, leadership meetings and critical business engagements.
This position is remote.
What You'll Do:
Lead the end-to-end People strategy. Set and execute the account People roadmap across the employee lifecycle, aligning workforce, talent, organization, culture and enabling priorities to client commitments and business objectives.- Lead a multi-disciplinary People organization. Provide direction, coaching, succession planning and capacity management across People Operations, Learning & Development, People Analytics/Change Management and People Business Partner teams. Establish operating rhythms, decision rights, service standards and accountability.
- Partner across Talent Acquisition and Communications. Work in close matrix partnership with TA and Communications leaders to align workforce plans, recruiting strategy, employer messaging, organizational change and employee communications with account needs.
- Serve as executive People advisor. Advise account executives and operational leaders on organization health, talent, workforce risk, leadership effectiveness, labor and employee relations, compensation, change, growth and business decisions. Translate complex operating issues into actionable People strategies.
- Own organization readiness and strategic workforce planning. Assess current and future capabilities, organizational design, staffing, leadership pipelines and capacity requirements; develop recommendations for growth, restructuring, business transitions and evolving client requirements.
- Drive talent and leadership strategy. Lead succession planning, talent calibration, leadership development and readiness. Ensure learning investments address business-critical capabilities and can scale across a geographically dispersed workforce.
- Use People analytics to drive business decisions. Establish and use meaningful workforce metrics and dashboards across attrition, retention, staffing, employee relations, leave, talent, learning and site health. Translate data into trends, risk signals, executive narratives and interventions.
- Lead People operations and continuous improvement. Sponsor simplification, automation and standardization across onboarding, employee support, timekeeping, travel and related account People processes. Establish governance, ownership and measures that reduce friction and improve scalability.
- Manage complex employee, labor and organizational risk. Establish expectations and escalation paths for employee relations, investigations, performance management, leave, labor relations and co-employment risk. Partner with Legal, Benefits, Employee Relations and other centers of expertise to balance business requirements, policy and regulatory obligations.
- Convert client requests into viable solutions. Evaluate business and client requests for feasibility, compliance, scalability, employee impact and cost, then mobilize the appropriate cross-functional resources to develop sustainable solutions.
- Provide client-facing governance and executive reporting. Shape People contributions to weekly, monthly and quarterly business reviews, leadership updates and ad hoc analyses, surfacing significant risks, decisions, dependencies and recommended actions.
- Lead change and transformation. Sponsor organizational, technology, process and workforce transformation; assess readiness and stakeholder impacts; establish governance; and ensure leaders are equipped to implement and sustain change.
- Build business cases and strengthen financial discipline. Partner with Finance and account leadership on People budgets, workforce economics, cost-of-employment risks, investment decisions and scenario planning. Develop evidence-based cases for headcount, technology, learning and program investments.
- Develop the People organization. Build an inclusive, accountable and high-performing team; develop People leaders; create succession and development pathways; and continuously assess organization capacity against account growth and changing service requirements.
- Travel approximately 35%. Maintain meaningful connection to the operating environment through site visits, leadership meetings, client engagements and team sessions.
What You'll Need:
To perform this job successfully, an individual will need to perform each crucial duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.
- Bachelor's degree preferred with 10+ years of progressive People/HR experience, including significant leadership responsibility within a complex, multi-site operating environment. Equivalent education and experience will be considered.
- Demonstrated experience leading multiple People disciplines through managers or senior individual contributors, ideally including People Business Partnering, People Operations, Learning & Development, analytics/change or adjacent functions.
- Experience supporting manufacturing, engineering, technical services, facilities, logistics or another operationally intensive workforce with geographically distributed locations and frontline employees strongly preferred.
- Executive-level consulting and influencing capability, including the ability to turn ambiguous business and client issues into clear People strategies, decisions and operating plans.
- Strong knowledge of employee relations, performance management, workforce planning, succession, organizational design, change management and talent development.
- Strong analytical and financial acumen, including experience using workforce data, dashboards, trends, scenario planning and business cases to guide decisions.
- Demonstrated ability to lead transformation and continuous improvement across processes, technology and operating models.
- Ability to communicate sensitive and complex information effectively with executives, clients, managers and employees and to influence stakeholders with competing priorities.
- Advanced proficiency with Microsoft 365 and comfort using data visualization, collaboration and AI-enabled tools to improve decision quality and productivity.
- Ability and willingness to travel approximately 35%.
Why CBRE
When you join CBRE, you become part of the global leader in commercial real estate services and investment that helps businesses and people thrive. We are dynamic problem solvers and forward-thinking professionals who create significant impact. Our collaborative culture is built on our shared values — respect, integrity, service and excellence — and we value the diverse perspectives, backgrounds and skillsets of our people. At CBRE, you have the opportunity to chart your own course and realize your potential. We welcome all applicants.
Our Values in Hiring
At CBRE, we are committed to fostering a culture where everyone feels they belong. We value diverse perspectives and experiences, and we welcome all applications.
Disclaimers
Applicants must be currently authorized to work in the United States without the need for visa sponsorship now or in the future.
Applicant AI Use Disclosure
We value human interaction to understand each candidate's unique experience, skills and aspirations. We do not use artificial intelligence (AI) tools to make hiring decisions, and we ask that candidates disclose any use of AI in the application and interview process.
About CBRE Group, Inc.
CBRE Group, Inc. (NYSE:CBRE), a Fortune 500 and S&P 500 company headquartered in Dallas, is the world’s largest commercial real estate services and investment firm (based on 2024 revenue). The company has more than 140,000 employees (including Turner & Townsend employees) serving clients in more than 100 countries. CBRE serves clients through four business segments: Advisory (leasing, sales, debt origination, mortgage serving, valuations); Building Operations & Experience (facilities management, property management, flex space & experience); Project Management (program management, project management, cost consulting); Real Estate Investments (investment management, development). Please visit our website at www.cbre.com.
Equal Employment Opportunity: CBRE has a long-standing commitment to providing equal employment opportunity to all qualified applicants regardless of race, color, religion, national origin, sex, sexual orientation, gender identity, pregnancy, age, citizenship, marital status, disability, veteran status, political belief, or any other basis protected by applicable law.
Candidate Accommodations: CBRE values the differences of all current and prospective employees and recognizes how every employee contributes to our company’s success. CBRE provides reasonable accommodations in job application procedures for individuals with disabilities. If you require assistance due to a disability in the application or recruitment process, please submit a request via email at recruitingaccommodations@cbre.com or via telephone at +1 866 225 3099 (U.S.) and +1 866 388 4346 (Canada).
CBRE
Head of People
Atlanta, Georgia
Added 3d ago10,000+ employees
Job functions:
Remote (US)
Bachelor's degree
Job Description
About the Role:
The Head of People serves as the senior People leader for a large, complex client account supporting a distributed manufacturing, engineering and technical-services workforce. The role translates client and business priorities into a practical, compliant and scalable People strategy that strengthens operational readiness, leadership capability, employee experience and sustainable account growth.
This leader has end-to-end accountability for the account People operating model, directly leading People Operations, Learning & Development, People Analytics/Change Management and People Business Partner functions, with close partnership and matrix alignment with Talent Acquisition and Communications.
The Head of People serves as a strategic advisor to account executives and client-facing operational leaders and requires regular travel to sites, leadership meetings and critical business engagements.
This position is remote.
What You'll Do:
Lead the end-to-end People strategy. Set and execute the account People roadmap across the employee lifecycle, aligning workforce, talent, organization, culture and enabling priorities to client commitments and business objectives.- Lead a multi-disciplinary People organization. Provide direction, coaching, succession planning and capacity management across People Operations, Learning & Development, People Analytics/Change Management and People Business Partner teams. Establish operating rhythms, decision rights, service standards and accountability.
- Partner across Talent Acquisition and Communications. Work in close matrix partnership with TA and Communications leaders to align workforce plans, recruiting strategy, employer messaging, organizational change and employee communications with account needs.
- Serve as executive People advisor. Advise account executives and operational leaders on organization health, talent, workforce risk, leadership effectiveness, labor and employee relations, compensation, change, growth and business decisions. Translate complex operating issues into actionable People strategies.
- Own organization readiness and strategic workforce planning. Assess current and future capabilities, organizational design, staffing, leadership pipelines and capacity requirements; develop recommendations for growth, restructuring, business transitions and evolving client requirements.
- Drive talent and leadership strategy. Lead succession planning, talent calibration, leadership development and readiness. Ensure learning investments address business-critical capabilities and can scale across a geographically dispersed workforce.
- Use People analytics to drive business decisions. Establish and use meaningful workforce metrics and dashboards across attrition, retention, staffing, employee relations, leave, talent, learning and site health. Translate data into trends, risk signals, executive narratives and interventions.
- Lead People operations and continuous improvement. Sponsor simplification, automation and standardization across onboarding, employee support, timekeeping, travel and related account People processes. Establish governance, ownership and measures that reduce friction and improve scalability.
- Manage complex employee, labor and organizational risk. Establish expectations and escalation paths for employee relations, investigations, performance management, leave, labor relations and co-employment risk. Partner with Legal, Benefits, Employee Relations and other centers of expertise to balance business requirements, policy and regulatory obligations.
- Convert client requests into viable solutions. Evaluate business and client requests for feasibility, compliance, scalability, employee impact and cost, then mobilize the appropriate cross-functional resources to develop sustainable solutions.
- Provide client-facing governance and executive reporting. Shape People contributions to weekly, monthly and quarterly business reviews, leadership updates and ad hoc analyses, surfacing significant risks, decisions, dependencies and recommended actions.
- Lead change and transformation. Sponsor organizational, technology, process and workforce transformation; assess readiness and stakeholder impacts; establish governance; and ensure leaders are equipped to implement and sustain change.
- Build business cases and strengthen financial discipline. Partner with Finance and account leadership on People budgets, workforce economics, cost-of-employment risks, investment decisions and scenario planning. Develop evidence-based cases for headcount, technology, learning and program investments.
- Develop the People organization. Build an inclusive, accountable and high-performing team; develop People leaders; create succession and development pathways; and continuously assess organization capacity against account growth and changing service requirements.
- Travel approximately 35%. Maintain meaningful connection to the operating environment through site visits, leadership meetings, client engagements and team sessions.
What You'll Need:
To perform this job successfully, an individual will need to perform each crucial duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.
- Bachelor's degree preferred with 10+ years of progressive People/HR experience, including significant leadership responsibility within a complex, multi-site operating environment. Equivalent education and experience will be considered.
- Demonstrated experience leading multiple People disciplines through managers or senior individual contributors, ideally including People Business Partnering, People Operations, Learning & Development, analytics/change or adjacent functions.
- Experience supporting manufacturing, engineering, technical services, facilities, logistics or another operationally intensive workforce with geographically distributed locations and frontline employees strongly preferred.
- Executive-level consulting and influencing capability, including the ability to turn ambiguous business and client issues into clear People strategies, decisions and operating plans.
- Strong knowledge of employee relations, performance management, workforce planning, succession, organizational design, change management and talent development.
- Strong analytical and financial acumen, including experience using workforce data, dashboards, trends, scenario planning and business cases to guide decisions.
- Demonstrated ability to lead transformation and continuous improvement across processes, technology and operating models.
- Ability to communicate sensitive and complex information effectively with executives, clients, managers and employees and to influence stakeholders with competing priorities.
- Advanced proficiency with Microsoft 365 and comfort using data visualization, collaboration and AI-enabled tools to improve decision quality and productivity.
- Ability and willingness to travel approximately 35%.
Why CBRE
When you join CBRE, you become part of the global leader in commercial real estate services and investment that helps businesses and people thrive. We are dynamic problem solvers and forward-thinking professionals who create significant impact. Our collaborative culture is built on our shared values — respect, integrity, service and excellence — and we value the diverse perspectives, backgrounds and skillsets of our people. At CBRE, you have the opportunity to chart your own course and realize your potential. We welcome all applicants.
Our Values in Hiring
At CBRE, we are committed to fostering a culture where everyone feels they belong. We value diverse perspectives and experiences, and we welcome all applications.
Disclaimers
Applicants must be currently authorized to work in the United States without the need for visa sponsorship now or in the future.
Applicant AI Use Disclosure
We value human interaction to understand each candidate's unique experience, skills and aspirations. We do not use artificial intelligence (AI) tools to make hiring decisions, and we ask that candidates disclose any use of AI in the application and interview process.
About CBRE Group, Inc.
CBRE Group, Inc. (NYSE:CBRE), a Fortune 500 and S&P 500 company headquartered in Dallas, is the world’s largest commercial real estate services and investment firm (based on 2024 revenue). The company has more than 140,000 employees (including Turner & Townsend employees) serving clients in more than 100 countries. CBRE serves clients through four business segments: Advisory (leasing, sales, debt origination, mortgage serving, valuations); Building Operations & Experience (facilities management, property management, flex space & experience); Project Management (program management, project management, cost consulting); Real Estate Investments (investment management, development). Please visit our website at www.cbre.com.
Equal Employment Opportunity: CBRE has a long-standing commitment to providing equal employment opportunity to all qualified applicants regardless of race, color, religion, national origin, sex, sexual orientation, gender identity, pregnancy, age, citizenship, marital status, disability, veteran status, political belief, or any other basis protected by applicable law.
Candidate Accommodations: CBRE values the differences of all current and prospective employees and recognizes how every employee contributes to our company’s success. CBRE provides reasonable accommodations in job application procedures for individuals with disabilities. If you require assistance due to a disability in the application or recruitment process, please submit a request via email at recruitingaccommodations@cbre.com or via telephone at +1 866 225 3099 (U.S.) and +1 866 388 4346 (Canada).
Head Of People Jobs by Experience Level
See All 38 Head Of People Jobs
Find roles that match your experience and apply in just a few clicks.
Find Head Of People JobsHead Of People Job Market
Who's Hiring
Top Industries Hiring
- Science & Research
- Agriculture & Farming
- Media & Entertainment
- Consulting & Professional Services
What Employers Look For
The qualifications that appear most often in head of people jobs.
- 8 or more years of progressive HR or people operations experience
- Demonstrated experience building or scaling people functions at a high-growth company
- Expertise in full-cycle talent acquisition and workforce planning
- Proficiency with HRIS platforms such as Workday, BambooHR, or Rippling
- Experience designing and managing compensation, benefits, and total rewards programs
- Bachelor's degree in human resources, business, or a related field
Tips for Your Head Of People Job Search
Quantify people programs you've led
Head of people roles demand evidence of organizational impact, not just program ownership. Replace vague resume bullets with outcomes: retention rates improved, time-to-hire reduced, engagement scores shifted. Hiring committees at this level read past soft descriptions and look for data.
Tailor your resume to company stage
A seed-stage startup and a Series C company mean very different head of people scopes. If you're applying to early-stage companies, emphasize building from scratch. For growth-stage roles, lead with scaling experience. Using one generic resume for both stages costs you interviews.
Apply early to roles that fit
Migrate Mate lists head 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 openings by headcount and funding stage
Head of people responsibilities shift dramatically depending on whether a company has 50 employees or 500. Filter your search by company size and recent funding rounds to find roles where your specific experience with that stage of growth will be most relevant and competitive.
Prepare a people strategy presentation
Many head of people final rounds include a live case or take-home strategy deck. Practice articulating a 90-day people plan for the specific company before your interview. Interviewers want to see how you diagnose organizational needs and prioritize competing talent initiatives under real constraints.
Negotiate total compensation beyond base pay
Head of people candidates often leave equity, professional development budgets, and executive coaching stipends on the table. Before you accept, ask for the full equity schedule, the performance review cadence, and whether a signing bonus is available to offset unvested compensation you're leaving behind.
Head Of People Jobs: Frequently Asked Questions
Which companies are hiring the most head of peoples?
The companies hiring the most head of peoples right now include Respiris, CBRE, and Dover, with the largest share of openings in California, New York, and Texas, based on current listings on Migrate Mate as of November 2026. Demand is especially strong at venture-backed technology companies and healthcare systems actively scaling their workforces.
How many head of people jobs are remote?
About 77% of head of people openings are fully remote or hybrid as of November 2026, reflecting how broadly distributed workforces have become. Sub-areas such as people operations, HR business partnering, and talent acquisition tend to have the highest share of remote and hybrid arrangements compared to roles focused on in-person culture programming.
How do you become a head of people?
Most heads of people move up through HR business partner, talent, or total rewards roles before stepping into a people leadership position. Build depth in at least two HR domains, take ownership of a people program end-to-end, and seek out companies where you can lead a small team early. An SHRM certification or an MBA with an HR focus can strengthen your candidacy at larger organizations.
Can you get hired as a head of people with limited experience?
It's uncommon to land a head of people title without meaningful HR experience, but early-stage startups occasionally hire ambitious HR generalists into the role when the company has no existing people function. In those cases, practical experience building onboarding, recruiting, or compliance processes matters more than tenure, and demonstrating business acumen alongside HR knowledge closes the gap.
What does the head of people interview process look like?
The process typically opens with a recruiter screen, followed by interviews with the CEO or COO and key functional leaders who will be your internal clients. Final rounds often include a people strategy presentation or case study, a panel with department heads, and a culture conversation with a cross-functional group. References from prior executives you've supported are almost always checked before an offer is extended.
Where can I find and apply to head of people jobs?
You can find and apply to head of people jobs on Migrate Mate, which lists current openings from companies 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 38 Head Of People Jobs
Find roles that match your experience and apply in just a few clicks.
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