Remote Director of People and Culture Jobs
Remote director of people and culture jobs are in strong demand across the U.S., with remote-first firms and distributed teams actively hiring for this role in sectors like tech, healthcare, and professional services. Employers hiring remotely right now include M+R, Metrie, and GoodPop. Find a role that fits below and apply directly.
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Director of PeopleCulture
Location: Remote (United States)
Employment Type: Full-Time
Reports To: Chief Executive Officer
Compensation: $140,000 – $150,000 annually
Travel: Approximately 1–2 times per year
About the Role
At GoodPop, our people and culture are at the heart of who we are and how we work. We're looking for an experienced, thoughtful, and hands-on Director of PeopleCulture to lead our People function and ensure our team continues to feel supported, connected, and empowered to do their best work.
This role combines strategic People leadership with the day-to-day ownership of HR operations, talent acquisition, payroll, benefits, and employee experience. Reporting directly to the CEO, you'll serve as a trusted advisor to leadership while also personally executing the programs and processes that keep our organization running smoothly.
As a team of one supporting a small, predominantly remote workforce, you'll need to be comfortable moving between big-picture strategy and the details that matter. One day, you may be advising leadership on organizational planning or compensation; the next, you'll be running payroll, interviewing candidates, planning a company gathering, or sending a thoughtful gift to an employee celebrating a personal milestone.
You'll inherit an established People infrastructure, with the opportunity to maintain, strengthen, and thoughtfully evolve our practices as the business grows.
What You'll Do
People StrategyLeadership
- Partner directly with the CEO and leadership team to align People priorities with business objectives, organizational needs, and GoodPop's culture.
- Serve as a trusted advisor to leaders on organizational effectiveness, employee relations, workforce planning, compensation, and talent management.
- Provide practical, thoughtful guidance on sensitive employee matters, balancing employee experience, business needs, and compliance.
- Own and continuously improve HR policies, programs, and practices that support a growing, multi-state organization.
- Support organizational planning, employee development, and strategic People initiatives.
- Establish and communicate meaningful People metrics, trends, and recommendations to leadership.
- Balance long-term strategic priorities with the hands-on responsibilities of leading a standalone People function.
Culture, EngagementEmployee Experience
- Champion GoodPop's culture and create meaningful experiences that help employees feel connected, recognized, and valued.
- Own employee recognition, celebrations, and personal milestones, including birthdays, anniversaries, new babies, personal achievements, and important life events.
- Personally coordinate employee gifts, care packages, and thoughtful gestures during celebrations and difficult moments.
- Plan and execute company gatherings, team-building activities, employee engagement initiatives, and signature events, including Camp GoodPop.
- Develop creative ways to foster connection, collaboration, and belonging across a predominantly remote workforce.
- Lead employee engagement surveys, gather feedback, and partner with leadership on actionable improvements.
- Serve as an approachable, trusted resource for employees, helping create a positive and supportive employee experience.
People Operations, PayrollBenefits
- Own and personally execute the full payroll process through Insperity, ensuring timely and accurate processing, reconciliation, and issue resolution.
- Manage day-to-day People operations, including employee records, employment changes, onboarding, offboarding, and HR documentation.
- Administer employee benefits, retirement programs, and leave processes through Insperity, including open enrollment, employee communications, and ongoing support.
- Serve as the primary point of contact for employee questions related to payroll, benefits, policies, and employment matters.
- Maintain compliance with applicable federal, state, and local employment laws across GoodPop's multi-state workforce.
- Manage relationships with Insperity and other external People-related vendors and partners.
- Maintain accurate, organized, and efficient People processes, systems, and employee records.
- Identify opportunities to streamline workflows and enhance the employee experience without creating unnecessary complexity.
Talent AcquisitionDevelopment
- Own the full-cycle recruiting process, including job postings, candidate sourcing, screening, interview coordination, offer development, and hiring support.
- Partner with hiring managers to identify talent needs, establish hiring strategies, and deliver an efficient, positive candidate experience.
- Manage external recruiting partners when additional or specialized hiring support is needed.
- Lead new-hire onboarding and integration, helping employees feel welcomed, informed, and connected from day one.
- Own the annual performance management process, including review cycles, manager guidance, employee feedback, and follow-through.
- Coach managers on performance conversations, employee development, documentation, and navigating challenging situations.
- Support compensation benchmarking, salary planning, talent development, and succession planning as organizational needs evolve.
Internal CommunicationsEvents
- Own internal People communications, including employee announcements, newsletters, policy updates, and culture-related messaging.
- Partner with leadership to ensure important organizational information is communicated clearly, thoughtfully, and consistently.
- Coordinate company meetings, retreats, and team events, including event planning, vendor management, budgets, and logistics.
- Support cross-functional initiatives and special projects that strengthen employee engagement and organizational effectiveness.
What We're Looking For
- 8+ years of progressive Human Resources or PeopleCulture experience, including experience in a senior HR leadership or HR business partner role.
- Demonstrated success independently managing a broad People function, ideally within a small or growing organization.
- Hands-on experience processing payroll, administering benefits, and managing HR operations; experience with Insperity or a similar PEO is strongly preferred.
- Direct experience managing full-cycle recruiting, including proactive candidate sourcing and hiring manager partnership.
- Strong knowledge of federal and multi-state employment laws, employee relations, and HR best practices.
- Experience partnering directly with executives and providing sound guidance on complex People matters.
- Proven ability to develop and execute employee engagement, culture, and recognition initiatives, ideally within a remote or distributed workforce.
- Experience managing performance review cycles, compensation planning, and employee development programs.
- Exceptional organizational skills, attention to detail, follow-through, and the ability to manage competing priorities.
- Excellent communication, interpersonal skills, judgment, and discretion.
- A genuine interest in employee experience and a willingness to personally execute both strategic initiatives and day-to-day responsibilities.
- Experience in a consumer brand, CPG, or similarly dynamic business environment is preferred.
You'll Thrive Here If You...
- Enjoy being both a strategic thought partner and a hands-on operator.
- Believe the little things matter, whether that's helping a leader navigate a difficult conversation or remembering to celebrate an employee's milestone.
- Are comfortable owning an entire People function and taking initiatives from idea through execution.
- Love building relationships and creating thoughtful experiences that make employees feel valued.
- Can shift comfortably between business priorities, operational responsibilities, and employee needs.
- Bring creativity, resourcefulness, empathy, and sound judgment to your work.
- Appreciate established processes but are always looking for thoughtful ways to make things better.
- Understand that creating a strong culture requires both intentional programs and everyday actions.
What Success Looks Like
The successful Director of PeopleCulture will create a People function that runs smoothly, supports the business, and reflects the values and culture that make GoodPop special.
Employees will feel connected, supported, and informed. Leaders will have a trusted partner to help navigate People decisions. Payroll, benefits, recruiting, and core HR operations will be handled accurately and consistently. And GoodPop's unique culture will continue to thrive as the organization evolves.
Director of PeopleCulture
Location: Remote (United States)
Employment Type: Full-Time
Reports To: Chief Executive Officer
Compensation: $140,000 – $150,000 annually
Travel: Approximately 1–2 times per year
About the Role
At GoodPop, our people and culture are at the heart of who we are and how we work. We're looking for an experienced, thoughtful, and hands-on Director of PeopleCulture to lead our People function and ensure our team continues to feel supported, connected, and empowered to do their best work.
This role combines strategic People leadership with the day-to-day ownership of HR operations, talent acquisition, payroll, benefits, and employee experience. Reporting directly to the CEO, you'll serve as a trusted advisor to leadership while also personally executing the programs and processes that keep our organization running smoothly.
As a team of one supporting a small, predominantly remote workforce, you'll need to be comfortable moving between big-picture strategy and the details that matter. One day, you may be advising leadership on organizational planning or compensation; the next, you'll be running payroll, interviewing candidates, planning a company gathering, or sending a thoughtful gift to an employee celebrating a personal milestone.
You'll inherit an established People infrastructure, with the opportunity to maintain, strengthen, and thoughtfully evolve our practices as the business grows.
What You'll Do
People StrategyLeadership
- Partner directly with the CEO and leadership team to align People priorities with business objectives, organizational needs, and GoodPop's culture.
- Serve as a trusted advisor to leaders on organizational effectiveness, employee relations, workforce planning, compensation, and talent management.
- Provide practical, thoughtful guidance on sensitive employee matters, balancing employee experience, business needs, and compliance.
- Own and continuously improve HR policies, programs, and practices that support a growing, multi-state organization.
- Support organizational planning, employee development, and strategic People initiatives.
- Establish and communicate meaningful People metrics, trends, and recommendations to leadership.
- Balance long-term strategic priorities with the hands-on responsibilities of leading a standalone People function.
Culture, EngagementEmployee Experience
- Champion GoodPop's culture and create meaningful experiences that help employees feel connected, recognized, and valued.
- Own employee recognition, celebrations, and personal milestones, including birthdays, anniversaries, new babies, personal achievements, and important life events.
- Personally coordinate employee gifts, care packages, and thoughtful gestures during celebrations and difficult moments.
- Plan and execute company gatherings, team-building activities, employee engagement initiatives, and signature events, including Camp GoodPop.
- Develop creative ways to foster connection, collaboration, and belonging across a predominantly remote workforce.
- Lead employee engagement surveys, gather feedback, and partner with leadership on actionable improvements.
- Serve as an approachable, trusted resource for employees, helping create a positive and supportive employee experience.
People Operations, PayrollBenefits
- Own and personally execute the full payroll process through Insperity, ensuring timely and accurate processing, reconciliation, and issue resolution.
- Manage day-to-day People operations, including employee records, employment changes, onboarding, offboarding, and HR documentation.
- Administer employee benefits, retirement programs, and leave processes through Insperity, including open enrollment, employee communications, and ongoing support.
- Serve as the primary point of contact for employee questions related to payroll, benefits, policies, and employment matters.
- Maintain compliance with applicable federal, state, and local employment laws across GoodPop's multi-state workforce.
- Manage relationships with Insperity and other external People-related vendors and partners.
- Maintain accurate, organized, and efficient People processes, systems, and employee records.
- Identify opportunities to streamline workflows and enhance the employee experience without creating unnecessary complexity.
Talent AcquisitionDevelopment
- Own the full-cycle recruiting process, including job postings, candidate sourcing, screening, interview coordination, offer development, and hiring support.
- Partner with hiring managers to identify talent needs, establish hiring strategies, and deliver an efficient, positive candidate experience.
- Manage external recruiting partners when additional or specialized hiring support is needed.
- Lead new-hire onboarding and integration, helping employees feel welcomed, informed, and connected from day one.
- Own the annual performance management process, including review cycles, manager guidance, employee feedback, and follow-through.
- Coach managers on performance conversations, employee development, documentation, and navigating challenging situations.
- Support compensation benchmarking, salary planning, talent development, and succession planning as organizational needs evolve.
Internal CommunicationsEvents
- Own internal People communications, including employee announcements, newsletters, policy updates, and culture-related messaging.
- Partner with leadership to ensure important organizational information is communicated clearly, thoughtfully, and consistently.
- Coordinate company meetings, retreats, and team events, including event planning, vendor management, budgets, and logistics.
- Support cross-functional initiatives and special projects that strengthen employee engagement and organizational effectiveness.
What We're Looking For
- 8+ years of progressive Human Resources or PeopleCulture experience, including experience in a senior HR leadership or HR business partner role.
- Demonstrated success independently managing a broad People function, ideally within a small or growing organization.
- Hands-on experience processing payroll, administering benefits, and managing HR operations; experience with Insperity or a similar PEO is strongly preferred.
- Direct experience managing full-cycle recruiting, including proactive candidate sourcing and hiring manager partnership.
- Strong knowledge of federal and multi-state employment laws, employee relations, and HR best practices.
- Experience partnering directly with executives and providing sound guidance on complex People matters.
- Proven ability to develop and execute employee engagement, culture, and recognition initiatives, ideally within a remote or distributed workforce.
- Experience managing performance review cycles, compensation planning, and employee development programs.
- Exceptional organizational skills, attention to detail, follow-through, and the ability to manage competing priorities.
- Excellent communication, interpersonal skills, judgment, and discretion.
- A genuine interest in employee experience and a willingness to personally execute both strategic initiatives and day-to-day responsibilities.
- Experience in a consumer brand, CPG, or similarly dynamic business environment is preferred.
You'll Thrive Here If You...
- Enjoy being both a strategic thought partner and a hands-on operator.
- Believe the little things matter, whether that's helping a leader navigate a difficult conversation or remembering to celebrate an employee's milestone.
- Are comfortable owning an entire People function and taking initiatives from idea through execution.
- Love building relationships and creating thoughtful experiences that make employees feel valued.
- Can shift comfortably between business priorities, operational responsibilities, and employee needs.
- Bring creativity, resourcefulness, empathy, and sound judgment to your work.
- Appreciate established processes but are always looking for thoughtful ways to make things better.
- Understand that creating a strong culture requires both intentional programs and everyday actions.
What Success Looks Like
The successful Director of PeopleCulture will create a People function that runs smoothly, supports the business, and reflects the values and culture that make GoodPop special.
Employees will feel connected, supported, and informed. Leaders will have a trusted partner to help navigate People decisions. Payroll, benefits, recruiting, and core HR operations will be handled accurately and consistently. And GoodPop's unique culture will continue to thrive as the organization evolves.
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Who's Hiring
Top Industries Hiring
- Non-Profit & Social Services
What Employers Look For
The qualifications that appear most often in remote director of people and culture jobs.
- 7 or more years of progressive HR or people operations experience
- Proven leadership of HR business partners, recruiters, or people teams
- Experience designing and scaling performance management and compensation programs
- Strong proficiency with HRIS platforms and applicant tracking systems
- SHRM-SCP, SPHR, or equivalent senior HR certification preferred
- Bachelor's degree in human resources, organizational psychology, or a related field
Tips for Your Remote Director of People and Culture Job Search
Apply early to remote roles that fit
Migrate Mate lists remote director of people and culture openings from across the U.S. in one place, so you can find roles that match your background and apply directly without sorting through listings that aren't actually remote.
Show your async leadership in writing
Remote employers evaluate how you communicate before they hire you. Write your cover letter and application emails the way you'd write a company-wide people update: clear, structured, and decision-ready. Weak written communication is the fastest way to get passed over for a remote director role.
Highlight distributed team experience upfront
Remote hiring managers scan for proof you've led people operations across time zones or coached managers who don't share an office. Put distributed team experience, remote onboarding programs, or async performance frameworks near the top of your resume, not buried in bullet points.
Prepare for a remote-specific interview format
Remote director interviews often run across multiple video calls with different stakeholders and may include an async component like a written case or recorded response. Practice delivering your people philosophy concisely on camera and expect questions about how you build culture and trust without in-person interaction.
Remote Director of People and Culture Jobs: Frequently Asked Questions
How do I get a remote director of people and culture job?
Target remote-first companies and distributed teams, which are most likely to hire this role remotely and understand what it takes to lead people operations without being on-site. Remote employers screen heavily for async communication, written clarity, and the ability to drive culture and engagement across time zones without in-person touchpoints. Candidates who can demonstrate experience building remote HR infrastructure or leading distributed teams have a clear edge.
Which companies hire remote director of people and cultures?
Companies hiring remote director of people and cultures right now include M+R, Metrie, and GoodPop, based on current remote listings on Migrate Mate as of November 2026. Remote-first tech firms, venture-backed startups, and distributed professional services organizations are especially active in hiring this role fully remotely.
Can you get a remote director of people and culture job with no experience?
Yes, but remote director-level people roles are senior by definition, so early-career candidates face a steeper climb than in office-based environments where you can build visibility in person. Remote-first companies at the growth stage sometimes hire people with strong HR generalist or HRBP backgrounds into director roles when the team is small. Showing concrete results, like reducing attrition or scaling an onboarding program, matters more than years of tenure.
Do you need a degree for remote director of people and culture jobs?
Not always. Many remote employers prioritize demonstrated results in people operations, organizational design, or culture-building over a specific credential. That said, a bachelor's degree in HR, business, or organizational psychology is common at this level, and an advanced degree or SHRM certification can strengthen your candidacy when remote roles attract highly competitive applicant pools.
Which industries hire the most remote director of people and cultures?
The sectors hiring the most remote director of people and cultures are Non-Profit & Social Services, based on current remote listings on Migrate Mate as of November 2026. These industries rely heavily on distributed teams, which makes a director who can build culture and manage people operations entirely in a remote environment essential to their growth.
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