People and Culture Officer Jobs
People and Culture Officer jobs are open across technology, healthcare, financial services, retail, and professional services, at every level from entry-level coordinator to senior and head-of-people roles, with specializations in employee relations, talent development, and HR business partnering. 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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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 officer jobs.
- Bachelor's degree in human resources, organizational psychology, or a related business field
- Experience designing and running employee engagement, onboarding, or development programs
- Proficiency with applicant tracking systems and HRIS platforms
- Strong working knowledge of employment law and HR compliance requirements
- SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred or required
- Demonstrated ability to advise managers on performance management and employee relations matters
Tips for Your People and Culture Officer Job Search
Tailor your resume to the culture
Hiring managers for people and culture officer roles notice when your resume mirrors their company values. Pull language directly from the job posting and their public materials to show you understand what their people programs are built around, not just HR in the abstract.
Quantify people program outcomes
Avoid listing HR duties in isolation. Show what changed after you ran a program: retention improved, time-to-fill shortened, engagement scores shifted. People and culture officer candidates who can connect initiatives to measurable workforce outcomes move much further in the screening process.
Apply early to roles that fit
Migrate Mate lists people and culture officer openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Target companies by their growth stage
A people and culture officer role at a 50-person startup means building programs from scratch, while the same title at a 2,000-person company means refining existing ones. Know which environment fits your experience before applying so your cover letter can speak to exactly what that stage needs.
Prepare for values-fit interview rounds
Many organizations run a dedicated culture-fit panel before extending an offer. Research the company's stated values, recent all-hands themes, or employee recognition programs in advance. Interviewers in these rounds often ask how you have embedded values into day-to-day operations, not just what your programs looked like.
Negotiate total rewards, not just base pay
Because people and culture officers often design compensation structures themselves, interviewers expect you to negotiate with sophistication. Ask about professional development budgets, wellbeing allowances, and equity refresh schedules, not only the base figure, to show you understand total rewards from both sides.
People and Culture Officer Jobs: Frequently Asked Questions
Which companies are hiring the most people and culture officers?
Fairmont, Campbell's, and BDO are hiring the most people and culture officers right now, with openings concentrated in California, New York, and Texas, based on current listings on Migrate Mate as of November 2026. Demand is strongest at mid-size and growth-stage companies building out their people function for the first time.
How many people and culture officer jobs are remote?
About 77% of people and culture officer openings are fully remote or hybrid as of November 2026, with remote availability highest in employee relations, learning and development, and HR business partner sub-functions. Roles that require regular in-person facilitation, such as onboarding coordination or culture programming, are more likely to require a hybrid or on-site arrangement.
How do you become a people and culture officer?
Start with a foundation in human resources, organizational psychology, or a related field, either through a degree or several years of progressively responsible HR experience. Build hands-on exposure to employee relations, program design, and performance management. Earning an SHRM or HRCI certification strengthens your candidacy. Move into a generalist or HR business partner role before stepping into a people and culture officer title.
Can you get a people and culture officer job with little experience?
Entry-level people and culture officer roles do exist, particularly at startups that use the title more broadly than traditional HR departments. Candidates with little direct HR experience do best when they can demonstrate transferable skills in facilitation, conflict resolution, project coordination, or organizational development. Volunteering to run employee programs in a previous non-HR role is a concrete way to build a relevant portfolio.
What does the people and culture officer interview process look like?
Most processes start with a recruiter or HR screen focused on background and culture fit, followed by a competency-based interview with the hiring manager covering specific program experience and employee relations scenarios. A panel or values-fit round with cross-functional stakeholders is common. Final stages often include a take-home case study or presentation asking you to design a people program or respond to a workforce challenge.
Where can I find and apply to people and culture officer jobs?
You can find and apply to people and culture officer jobs on Migrate Mate, which lists current openings from across the United States. Search the roles available, find the ones that match your background and preferences, and apply directly to each listing that fits.
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