People and Culture Executive Jobs
People and Culture Executive jobs are open across technology, healthcare, financial services, and professional services at every level from manager to chief people officer, with specializations in organizational development, HR business partnering, and talent strategy. See the openings below and apply to the ones that match your experience.
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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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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 executive jobs.
- 7 or more years of progressive HR leadership experience across multiple functions
- Demonstrated ability to build and execute people strategy aligned to business goals
- Experience designing and scaling culture, engagement, and organizational development programs
- Proficiency with applicant tracking systems and HRIS platforms such as Workday or similar tools
- SHRM-SCP, SPHR, or equivalent senior HR certification preferred
- Bachelor's degree in human resources, business administration, organizational psychology, or a related field
Tips for Your People and Culture Executive Job Search
Tailor your resume to strategic impact
People and culture executive roles prioritize organizational outcomes over HR transactions. Reframe your resume around measurable workforce results: retention improvements, engagement lift, or successful culture transformations you led, not just programs you administered.
Highlight cross-functional leadership experience
Hiring panels for these roles want evidence you've influenced executives outside HR. Call out specific instances where you shaped business decisions through workforce data, advised the C-suite, or co-led an initiative with finance or operations.
Apply early to roles that fit
Migrate Mate lists people and culture executive openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Target companies in active transformation
Organizations going through rapid growth, restructuring, or post-merger integration hire people and culture executives urgently. Search for openings at companies that have recently announced expansions, acquisitions, or new executive leadership, where culture strategy becomes an immediate priority.
Prepare a people philosophy statement
Interviewers at the executive level routinely ask how you define culture and what your approach to people strategy looks like. Write a concise, three-to-four sentence philosophy you can deliver naturally so it doesn't sound rehearsed when asked.
Negotiate scope before negotiating title
In offers for people and culture executive roles, clarify reporting lines, headcount, and decision-making authority before you discuss anything else. A senior title with no seat at the leadership table limits your ability to do the job and your leverage in future negotiations.
People and Culture Executive Jobs: Frequently Asked Questions
Which companies are hiring the most people and culture executives?
The most active employers for people and culture executives right now are Fairmont, Campbell's, and BDO, and the most openings are in California, New York, and Texas, based on current listings on Migrate Mate as of November 2026. Demand tends to concentrate in high-growth technology firms and large healthcare systems actively investing in workforce experience.
How many people and culture executive jobs are remote?
About 77% of people and culture executive openings are fully remote or hybrid as of November 2026, reflecting strong employer flexibility at this level. Roles focused on organizational development, people analytics, and HR business partnering tend to have the highest remote availability, while culture-building and employee experience roles more often require on-site presence.
How do you become a people and culture executive?
Start by building deep expertise across multiple HR disciplines rather than staying in one function. Move through roles that give you business-facing exposure, such as HR business partner or head of talent, so you develop strategic fluency alongside operational knowledge. Seek out stretch assignments that put you in front of senior leadership, and pursue a recognized senior HR certification to validate your expertise.
Can you get hired as a people and culture executive with limited experience?
Breaking into a people and culture executive role without senior HR experience is difficult, but smaller companies and fast-growing startups sometimes hire strong HR generalists into the role early. Demonstrating that you've owned a full people function end to end, even at a smaller scale, matters more than years on a resume. Operational credibility and a clear point of view on culture carry significant weight in these conversations.
What does the people and culture executive interview process look like?
The process typically runs three to five rounds and involves the CEO or COO, a panel of department leaders, and sometimes the full executive team. Expect a business case or presentation exercise where you are asked to diagnose a cultural challenge and propose a strategy. References are often checked thoroughly because the role carries significant organizational influence.
Where can I find and apply to people and culture executive jobs?
You can find and apply to people and culture executive jobs on Migrate Mate, which lists current openings from across the United States in one place. Search for roles that match your background and seniority, then apply directly to each listing that fits your experience and the type of organization you want to join.
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