People and Culture Administrator Jobs
People and Culture Administrator jobs are open across technology, healthcare, financial services, and professional services, at every level from entry-level coordinator support to senior administrator, with specializations in onboarding, HR systems administration, and employee relations. Scan the live roles below and apply to whichever ones fit.
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HIKE2 is a business transformation partner, enabled by technology. We help organizations identify the right problems to solve, navigate complex change, and build the capabilities they need for what's next.
With deep roots in complex and regulated industries, including legal, financial services, insurance, professional services, high-tech, and the public sector, we bring together business advisory, design, data, AI, technology, engineering, and change expertise as one integrated team. We help clients turn strategy and possibility into execution and measurable outcomes.
Great transformation starts with curiosity. We take the time to understand our clients, bring deep expertise and a strong point of view, and work alongside them to turn complex problems into practical action. There is no cookie-cutter approach at HIKE2. Our goal is to leave every client more capable, confident, and prepared for what's next.
At HIKE2, Our Values Shape How We Work
We Are One Team, All In. We collaborate across roles and disciplines, show up for one another, and share ownership for the work and the outcome.
We Grow Together. We stay curious, seek feedback, share what we know, and invest in the growth of ourselves, our teammates, and our clients.
We Commit to Success. We take ownership, follow through, set a high bar for quality, and stay focused on meaningful outcomes.
We Envision What's Next. We look beyond the immediate ask, bring a point of view, challenge assumptions, and turn new possibilities into practical opportunities for transformation.
About the Role
We're on a quest to build one of the most talented engineering organizations in the industry, and we're looking for a Head of People & Culture who can help us get there.
This leader will shape how we attract, develop, engage, and retain exceptional talent across engineering, data, AI, consulting, advisory, and our broader business.
You'll partner closely with our executive team and capability leaders to build a high-performing organization where people can do their best work and continue to grow.
We're looking for someone who combines strategic thinking with hands-on execution, brings strong HR leadership experience, and is passionate about building exceptional teams.
What You Will Do
Build exceptional talent: Lead our talent strategy, recruiting, and workforce planning to attract and retain outstanding technical and professional talent.
Accelerate development: Build career paths, technical learning programs, mentoring, and leadership development that strengthen our capabilities.
Strengthen performance: Establish clear expectations, meaningful feedback, accountability, and opportunities for growth.
Develop great leaders: Equip People Managers and Capability Leaders to coach, engage, and develop high-performing teams.
Shape our culture: Build an employee experience grounded in our values, collaboration, engagement, and continuous learning.
Lead People & HR: Oversee employee relations, compensation, benefits, compliance, organizational design, and People operations.
Build a strong People function: Lead our Talent Acquisition, Talent Development, People Operations, and Culture teams, creating an integrated approach to the employee experience.
Success means we're attracting exceptional people, growing our technical capabilities, developing strong leaders, and building a culture where talented people want to stay and grow.
What You Will Bring
Required Experience and Capabilities
Proven People leadership experience in a growing technology, engineering, consulting, or professional services organization.
Experience attracting, developing, and retaining high-performing technical and professional talent.
Strong HR generalist expertise, including employee relations, compliance, compensation, and performance management.
Experience building talent development, career progression, and leadership programs.
Strong organizational design, workforce planning, and change leadership capabilities.
Executive presence, sound judgment, and a hands-on, action-oriented leadership style.
Additional Experience That Would Be Valuable
Experience supporting software engineering, data engineering, or AI teams.
Experience building technical career paths, competency frameworks, and learning programs.
Experience scaling a People function in a growing consulting or technology services business.
What We Offer
At HIKE2, you'll have the opportunity to help shape the next chapter of our organization, working alongside leaders committed to building exceptional teams and capabilities.
We offer a competitive salary and benefits package, opportunities for professional growth and development, and the chance to make a meaningful impact on our people and our business.
If you're curious, collaborative, energized by complex problems, and excited about helping organizations transform and build what's next, we'd love to meet you.
Equal Opportunity Employer
HIKE2 is an Equal Opportunity Employer. We provide equal employment opportunities
to all employees and applicants without regard to race, color, religion, sex, sexual
orientation, gender identity or expression, national origin, age, disability, veteran
status, genetic information, or any other protected characteristic under applicable
federal, state, or local laws.
HIKE2 is a business transformation partner, enabled by technology. We help organizations identify the right problems to solve, navigate complex change, and build the capabilities they need for what's next.
With deep roots in complex and regulated industries, including legal, financial services, insurance, professional services, high-tech, and the public sector, we bring together business advisory, design, data, AI, technology, engineering, and change expertise as one integrated team. We help clients turn strategy and possibility into execution and measurable outcomes.
Great transformation starts with curiosity. We take the time to understand our clients, bring deep expertise and a strong point of view, and work alongside them to turn complex problems into practical action. There is no cookie-cutter approach at HIKE2. Our goal is to leave every client more capable, confident, and prepared for what's next.
At HIKE2, Our Values Shape How We Work
We Are One Team, All In. We collaborate across roles and disciplines, show up for one another, and share ownership for the work and the outcome.
We Grow Together. We stay curious, seek feedback, share what we know, and invest in the growth of ourselves, our teammates, and our clients.
We Commit to Success. We take ownership, follow through, set a high bar for quality, and stay focused on meaningful outcomes.
We Envision What's Next. We look beyond the immediate ask, bring a point of view, challenge assumptions, and turn new possibilities into practical opportunities for transformation.
About the Role
We're on a quest to build one of the most talented engineering organizations in the industry, and we're looking for a Head of People & Culture who can help us get there.
This leader will shape how we attract, develop, engage, and retain exceptional talent across engineering, data, AI, consulting, advisory, and our broader business.
You'll partner closely with our executive team and capability leaders to build a high-performing organization where people can do their best work and continue to grow.
We're looking for someone who combines strategic thinking with hands-on execution, brings strong HR leadership experience, and is passionate about building exceptional teams.
What You Will Do
Build exceptional talent: Lead our talent strategy, recruiting, and workforce planning to attract and retain outstanding technical and professional talent.
Accelerate development: Build career paths, technical learning programs, mentoring, and leadership development that strengthen our capabilities.
Strengthen performance: Establish clear expectations, meaningful feedback, accountability, and opportunities for growth.
Develop great leaders: Equip People Managers and Capability Leaders to coach, engage, and develop high-performing teams.
Shape our culture: Build an employee experience grounded in our values, collaboration, engagement, and continuous learning.
Lead People & HR: Oversee employee relations, compensation, benefits, compliance, organizational design, and People operations.
Build a strong People function: Lead our Talent Acquisition, Talent Development, People Operations, and Culture teams, creating an integrated approach to the employee experience.
Success means we're attracting exceptional people, growing our technical capabilities, developing strong leaders, and building a culture where talented people want to stay and grow.
What You Will Bring
Required Experience and Capabilities
Proven People leadership experience in a growing technology, engineering, consulting, or professional services organization.
Experience attracting, developing, and retaining high-performing technical and professional talent.
Strong HR generalist expertise, including employee relations, compliance, compensation, and performance management.
Experience building talent development, career progression, and leadership programs.
Strong organizational design, workforce planning, and change leadership capabilities.
Executive presence, sound judgment, and a hands-on, action-oriented leadership style.
Additional Experience That Would Be Valuable
Experience supporting software engineering, data engineering, or AI teams.
Experience building technical career paths, competency frameworks, and learning programs.
Experience scaling a People function in a growing consulting or technology services business.
What We Offer
At HIKE2, you'll have the opportunity to help shape the next chapter of our organization, working alongside leaders committed to building exceptional teams and capabilities.
We offer a competitive salary and benefits package, opportunities for professional growth and development, and the chance to make a meaningful impact on our people and our business.
If you're curious, collaborative, energized by complex problems, and excited about helping organizations transform and build what's next, we'd love to meet you.
Equal Opportunity Employer
HIKE2 is an Equal Opportunity Employer. We provide equal employment opportunities
to all employees and applicants without regard to race, color, religion, sex, sexual
orientation, gender identity or expression, national origin, age, disability, veteran
status, genetic information, or any other protected characteristic under applicable
federal, state, or local laws.
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Find JobsPeople and Culture Administrator Job Market
Who's Hiring
Top Industries Hiring
- Manufacturing
- Technology & Software
- Non-Profit & Social Services
What Employers Look For
The qualifications that appear most often in people and culture administrator jobs.
- Experience with HRIS platforms such as Workday, BambooHR, or ADP
- Proficiency in managing employee records and HR documentation accurately
- Knowledge of onboarding processes, benefits administration, and leave tracking
- Strong written communication skills for drafting policies and employee correspondence
- Associate or bachelor's degree in human resources, business administration, or a related field
- Familiarity with employment law basics including FMLA, ADA, and EEO compliance requirements
Tips for Your People and Culture Administrator Job Search
Tailor your resume to HR systems
Hiring managers for people and culture administrator roles scan resumes for specific HRIS platforms by name. List every system you have worked in, including applicant tracking systems, benefits portals, and payroll tools, so your resume clears automated filters before a human reads it.
Highlight compliance and recordkeeping experience
Many candidates undersell their exposure to I-9 management, leave tracking, and audit-ready documentation. Calling these out explicitly on your resume signals operational rigor that separates you from applicants who only list soft-skills language like 'people-focused' or 'team player.'
Apply early to roles that fit
Migrate Mate lists people and culture administrator openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Target roles by HR function not just title
Job postings for this role vary widely in label: HR coordinator, people operations administrator, and HR generalist assistant all describe similar work. Search by function, such as onboarding, benefits administration, or employee records, to avoid missing openings that fit your background.
Prepare a scenario answer about handling confidential data
Interviewers for people and culture administrator roles almost always ask how you manage sensitive employee information. Prepare a specific example covering a situation where you controlled access to personnel files, payroll data, or disciplinary records, and walk through the steps you took.
Negotiate start date before discussing anything else
People and culture teams often need new administrators to cover an immediate gap, so a quick start date is a real bargaining chip. If you can start sooner than the standard two-week notice, name that early in the offer conversation before turning to other terms.
People and Culture Administrator Jobs: Frequently Asked Questions
Which companies are hiring the most people and culture administrators?
Fairmont, Campbell's, and BDO are hiring the most people and culture administrators right now, with openings concentrated in California, New York, and Texas, based on current listings on Migrate Mate as of November 2026. Demand tends to be highest at organizations undergoing rapid headcount growth or HR system transitions.
How many people and culture administrator jobs are remote?
About 77% of people and culture administrator openings are fully remote or hybrid as of November 2026, with fully on-site roles most common for positions that handle physical employee files, in-person onboarding, or office-based HR operations. Sub-specializations like benefits administration and HR data entry tend to offer the most remote flexibility.
How do you become a people and culture administrator?
Start by building foundational HR knowledge through a degree or certificate in human resources or business administration. Gain hands-on experience with an HRIS platform, even through an internship or administrative role. Develop your documentation and communication skills, then apply to entry-level HR coordinator or people operations roles that offer exposure to the full employee lifecycle.
Can you get a people and culture administrator job with little experience?
Yes, many employers hire people and culture administrators from adjacent administrative backgrounds, particularly candidates who have managed scheduling, records, or compliance tasks in any context. Pointing to concrete experience with confidential data, attention to detail in documentation, or any exposure to HR software makes a strong case even without a dedicated HR title on your resume.
What does the people and culture administrator interview process look like?
Most hiring processes start with a phone or video screen focused on your HR systems experience and how you handle employee confidentiality. A second round typically involves a panel or hiring manager interview with scenario-based questions about onboarding, recordkeeping, or conflict situations. Some employers add a short practical exercise, such as drafting a policy update or working through a sample data entry task.
Where can I find and apply to people and culture administrator jobs?
You can find and apply to people and culture administrator jobs on Migrate Mate, which lists current openings from across the United States. Search for roles that match your experience level and specialization, then apply directly to each listing that fits your background and location preferences.
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