Remote HR Director Jobs
Remote HR Director jobs are actively posted across the U.S., with remote-first firms and distributed teams leading hiring for this role in technology, healthcare, and professional services. Employers currently hiring include Turnitin, Intercare Therapy, and NVA. Scan the live roles below and apply to whichever ones fit.
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From Fivetran's founding until now, our mission has remained the same: to make access to data as simple and reliable as electricity. With Fivetran, customer data arrives in their warehouses, canonical and ready to query, with no engineering or maintenance required. We're proud that more organizations continue to leverage our technology every day to become truly data-driven.
About Us
Fivetran and dbt Labs have come together to build the foundation of the modern data platform, helping thousands of organizations move, transform, and trust their data. As a combined company, we're past $700M in ARR, with more than 2,500 full-time employees across more than two dozen countries, and we're still in growth mode.
We're building a durable, enduring company. A public offering is on our path, but it isn't the finish line. We're looking for leaders who want to build something that lasts well beyond any single milestone.
About the Role
We're looking for a Vice President of Total Rewards & People Operations to lead global compensation, benefits, and people operations for the combined company. This is a senior leadership role for a proven people leader. You'll build and lead a high-performing, diverse team, and you'll design the rewards and operational foundation that supports our next stage of scale.
You'll partner closely with our executive team and serve as a direct liaison to the Compensation Committee and Board of Directors. You'll bring clarity and sound judgment to some of the most important decisions we make about our people. You'll also build a people operations function that scales through great systems and tools rather than headcount. And you'll invest in your team so they use those tools strategically, not just efficiently.
Most of all, you'll help create an employee experience that feels genuinely special and maintains fairness, at global scale.
This is a full-time remote position based out of the US.
What You'll Do
Lead and build an exceptional team
- Lead, develop, and inspire a global team across compensation, benefits, people operations, and HR systems. Set a high bar for performance, growth, and inclusion.
- Build a high-performing organization with clear ownership, strong accountability, and a culture of transparency.
Invest in your team's development so they become highly strategic operators and advisors to the business.
Own global compensation strategy
- Own compensation philosophy, structure, and programs for all employees, including base pay, variable pay, and equity.
- Lead executive compensation strategy and serve as the primary liaison to the Compensation Committee and Board. Prepare materials, advise on program design, and work with external compensation consultants and counsel.
- Design and evolve equity programs appropriate. This includes equity guidelines, refresh strategy, burn rate and dilution management, and future plans.
- Bring pay practices up to public-company standards, including governance, disclosure readiness, and pay equity analysis. Keep compliance current with evolving pay transparency laws across jurisdictions.
Lead global benefits at scale
- Own the global benefits strategy across more than two dozen countries, balancing competitiveness, equity across geographies, cost discipline, and local compliance.
- Manage broker, carrier, and vendor relationships, and bring rigor to renewals, plan design, and program effectiveness.
- Harmonize benefits across the combined organization in a thoughtful, well- communicated way.
Build scalable, tech-forward people operations
- Lead people operations, HRIS, and people systems strategy. Build a highly efficient function that scales through tools, automation, and AI rather than proportional headcount growth.
- Own the global employee lifecycle, from onboarding through offboarding. Make it consistent, compliant, and memorable for employees.
- Drive data integrity and people analytics that help leaders make faster, better decisions.
- Partner with Finance, Legal, and IT on payroll, global employment entities and EOR strategy, and internal controls.
Be a strategic partner to the business
- Advise the executive team on rewards and operational decisions with pragmatism and speed, always tied to business outcomes.
- Translate complex tradeoffs into clear recommendations, and make decisions decisively.
- Communicate with employees transparently and directly about how and why we reward people the way we do.
What You'll Bring
- 10+ years of progressive experience in total rewards or people operations, including significant time leading these functions at the VP level or equivalent.
- A track record as an established, mature people leader who has built and scaled high-performing, efficient teams.
- Deep experience owning employee and executive compensation, including direct work with a Compensation Committee and Board of Directors.
- Experience leading global benefits across many countries in a complex, multinational environment.
- Experience overseeing people operations and HR technology, with a strong point of view on building functions that scale through systems.
- Strong enterprise experience at a company of our size or larger, ideally in high-growth B2B software or technology.
How You Operate
- Authentic and direct. You say what you mean, build trust through candor, and model transparency for your team and the company.
- Fast and decisive. You move with urgency, make clear calls with imperfect information, and adjust quickly when needed.
- Wise and pragmatic. You bring deep expertise and sound logic, and you know when "great and shipped" beats "perfect and pending."
- People-first leader. You measure your success by the strength of your team and the experience of our employees.
- Builder's mindset. You're energized by growth and focused on building for the long term, not a single milestone.
#LI-REMOTE #LI-SR1
Perks and Benefits
- 100% employer-paid medical insurance*
- Generous paid time away from work, including paid vacation or flexible/unlimited vacation depending on role and country, plus paid sick time, inclusive parental leave, paid holidays, including a year-end Global Week of Rest, and volunteer days off.
- RSU stock grants*
- Professional development and training opportunities
- Company virtual happy hours, free food, and fun team-building activities
- Monthly cell phone stipend
- Access to an innovative mental health support platform that offers personalized care and resources in areas such as: therapy, coaching, and self-guided mindfulness exercises for all covered employees and their covered dependents.
- May vary by country and worker type - please reach out to your recruiter for more information
Click here to learn more about Fivetran's Benefits by Region.
We're honored to be valued at over $5.6 billion, but more importantly, we're proud of our core values of Get Stuck In, Do the Right Thing, and One Team, One Dream. Read about us in Forbes.
Fivetran brings together high-quality talent across the globe to make data access as easy and reliable as electricity for our customers. We value and recognize that our customers benefit from having innovative teams made of people from many backgrounds, experiences, and identities. Fivetran promotes diversity, equity, inclusion & belonging through attracting, recruiting, developing, and retaining a diverse workforce, not only because it is the right thing to do, but because it helps us build a world-class company to better serve our customers, our people and our communities.
To learn more about Fivetran's culture and what it's like to be part of the team, click here and enjoy our video.
To learn more about our candidate privacy policy, you can read our statement here.
We are committed to ensuring that all candidates have an equal opportunity to participate in our interview process. If you require accommodations at any stage of the process due to a disability, medical condition, or any other circumstance, please don't hesitate to submit your request by filling out this form. We will work with you to provide reasonable accommodations to facilitate your participation and ensure a fair and accessible interview experience. Your request and any information provided will be kept confidential and will not impact your candidacy. We look forward to hearing from you and accommodating your needs to the best of our ability.
From Fivetran's founding until now, our mission has remained the same: to make access to data as simple and reliable as electricity. With Fivetran, customer data arrives in their warehouses, canonical and ready to query, with no engineering or maintenance required. We're proud that more organizations continue to leverage our technology every day to become truly data-driven.
About Us
Fivetran and dbt Labs have come together to build the foundation of the modern data platform, helping thousands of organizations move, transform, and trust their data. As a combined company, we're past $700M in ARR, with more than 2,500 full-time employees across more than two dozen countries, and we're still in growth mode.
We're building a durable, enduring company. A public offering is on our path, but it isn't the finish line. We're looking for leaders who want to build something that lasts well beyond any single milestone.
About the Role
We're looking for a Vice President of Total Rewards & People Operations to lead global compensation, benefits, and people operations for the combined company. This is a senior leadership role for a proven people leader. You'll build and lead a high-performing, diverse team, and you'll design the rewards and operational foundation that supports our next stage of scale.
You'll partner closely with our executive team and serve as a direct liaison to the Compensation Committee and Board of Directors. You'll bring clarity and sound judgment to some of the most important decisions we make about our people. You'll also build a people operations function that scales through great systems and tools rather than headcount. And you'll invest in your team so they use those tools strategically, not just efficiently.
Most of all, you'll help create an employee experience that feels genuinely special and maintains fairness, at global scale.
This is a full-time remote position based out of the US.
What You'll Do
Lead and build an exceptional team
- Lead, develop, and inspire a global team across compensation, benefits, people operations, and HR systems. Set a high bar for performance, growth, and inclusion.
- Build a high-performing organization with clear ownership, strong accountability, and a culture of transparency.
Invest in your team's development so they become highly strategic operators and advisors to the business.
Own global compensation strategy
- Own compensation philosophy, structure, and programs for all employees, including base pay, variable pay, and equity.
- Lead executive compensation strategy and serve as the primary liaison to the Compensation Committee and Board. Prepare materials, advise on program design, and work with external compensation consultants and counsel.
- Design and evolve equity programs appropriate. This includes equity guidelines, refresh strategy, burn rate and dilution management, and future plans.
- Bring pay practices up to public-company standards, including governance, disclosure readiness, and pay equity analysis. Keep compliance current with evolving pay transparency laws across jurisdictions.
Lead global benefits at scale
- Own the global benefits strategy across more than two dozen countries, balancing competitiveness, equity across geographies, cost discipline, and local compliance.
- Manage broker, carrier, and vendor relationships, and bring rigor to renewals, plan design, and program effectiveness.
- Harmonize benefits across the combined organization in a thoughtful, well- communicated way.
Build scalable, tech-forward people operations
- Lead people operations, HRIS, and people systems strategy. Build a highly efficient function that scales through tools, automation, and AI rather than proportional headcount growth.
- Own the global employee lifecycle, from onboarding through offboarding. Make it consistent, compliant, and memorable for employees.
- Drive data integrity and people analytics that help leaders make faster, better decisions.
- Partner with Finance, Legal, and IT on payroll, global employment entities and EOR strategy, and internal controls.
Be a strategic partner to the business
- Advise the executive team on rewards and operational decisions with pragmatism and speed, always tied to business outcomes.
- Translate complex tradeoffs into clear recommendations, and make decisions decisively.
- Communicate with employees transparently and directly about how and why we reward people the way we do.
What You'll Bring
- 10+ years of progressive experience in total rewards or people operations, including significant time leading these functions at the VP level or equivalent.
- A track record as an established, mature people leader who has built and scaled high-performing, efficient teams.
- Deep experience owning employee and executive compensation, including direct work with a Compensation Committee and Board of Directors.
- Experience leading global benefits across many countries in a complex, multinational environment.
- Experience overseeing people operations and HR technology, with a strong point of view on building functions that scale through systems.
- Strong enterprise experience at a company of our size or larger, ideally in high-growth B2B software or technology.
How You Operate
- Authentic and direct. You say what you mean, build trust through candor, and model transparency for your team and the company.
- Fast and decisive. You move with urgency, make clear calls with imperfect information, and adjust quickly when needed.
- Wise and pragmatic. You bring deep expertise and sound logic, and you know when "great and shipped" beats "perfect and pending."
- People-first leader. You measure your success by the strength of your team and the experience of our employees.
- Builder's mindset. You're energized by growth and focused on building for the long term, not a single milestone.
#LI-REMOTE #LI-SR1
Perks and Benefits
- 100% employer-paid medical insurance*
- Generous paid time away from work, including paid vacation or flexible/unlimited vacation depending on role and country, plus paid sick time, inclusive parental leave, paid holidays, including a year-end Global Week of Rest, and volunteer days off.
- RSU stock grants*
- Professional development and training opportunities
- Company virtual happy hours, free food, and fun team-building activities
- Monthly cell phone stipend
- Access to an innovative mental health support platform that offers personalized care and resources in areas such as: therapy, coaching, and self-guided mindfulness exercises for all covered employees and their covered dependents.
- May vary by country and worker type - please reach out to your recruiter for more information
Click here to learn more about Fivetran's Benefits by Region.
We're honored to be valued at over $5.6 billion, but more importantly, we're proud of our core values of Get Stuck In, Do the Right Thing, and One Team, One Dream. Read about us in Forbes.
Fivetran brings together high-quality talent across the globe to make data access as easy and reliable as electricity for our customers. We value and recognize that our customers benefit from having innovative teams made of people from many backgrounds, experiences, and identities. Fivetran promotes diversity, equity, inclusion & belonging through attracting, recruiting, developing, and retaining a diverse workforce, not only because it is the right thing to do, but because it helps us build a world-class company to better serve our customers, our people and our communities.
To learn more about Fivetran's culture and what it's like to be part of the team, click here and enjoy our video.
To learn more about our candidate privacy policy, you can read our statement here.
We are committed to ensuring that all candidates have an equal opportunity to participate in our interview process. If you require accommodations at any stage of the process due to a disability, medical condition, or any other circumstance, please don't hesitate to submit your request by filling out this form. We will work with you to provide reasonable accommodations to facilitate your participation and ensure a fair and accessible interview experience. Your request and any information provided will be kept confidential and will not impact your candidacy. We look forward to hearing from you and accommodating your needs to the best of our ability.
See All 66 Remote HR Director Jobs
Find roles that match your experience and apply in just a few clicks.
Find Remote HR Director JobsRemote HR Director Job Market
Who's Hiring
What Employers Look For
The qualifications that appear most often in remote HR director jobs.
- 8 or more years of progressive HR experience with at least 3 in a leadership role
- Demonstrated expertise in employment law, compliance, and HR policy development
- Experience with HRIS platforms such as Workday, SAP SuccessFactors, or ADP
- Bachelor's degree in human resources, business administration, or a related field
- PHR, SPHR, SHRM-CP, or SHRM-SCP certification strongly preferred
- Proven ability to develop and execute talent acquisition and retention strategies
Tips for Your Remote HR Director Job Search
Apply early to remote roles that fit
Migrate Mate lists remote hr director openings from across the U.S. in one place, so you can find roles that match your background and apply directly without sorting through location-filtered noise.
Prove you can lead HR asynchronously
Remote employers screen hr directors on written communication above almost anything else. Update your resume and cover letter to show specific examples of running performance cycles, managing employee relations cases, or communicating policy changes through written channels like Slack, Notion, or Confluence.
Target remote-first employers specifically
Companies that were built remote from the start hire hr directors differently than companies with offices that added a remote option. Remote-first firms expect the HR function to operate fully distributed, which means your candidacy is evaluated on how well your experience fits that model.
Demonstrate cross-timezone people management
Distributed teams often run across multiple time zones, and hr directors who can show they've managed employee programs, investigations, or onboarding across time zones are prioritized. Name the specific tools and cadences you've used, such as Workday, BambooHR, or Rippling, and how you've kept HR operations consistent without physical presence.
Remote HR Director Jobs: Frequently Asked Questions
How do I get a remote hr director job?
Target companies built around distributed teams, such as remote-first SaaS firms, digital health companies, and fully remote professional services organizations, since these employers hire hr directors with the expectation that the entire role runs without an office. Remote hr directors are screened heavily on written communication, because most alignment with executives and employees happens asynchronously. Candidates who can show they've managed employee relations, compliance, or talent programs across multiple time zones stand out most.
Which companies hire remote hr directors?
Employers currently hiring remote hr directors include Turnitin, Intercare Therapy, and NVA, per current remote listings on Migrate Mate as of November 2026. Remote-first technology companies, distributed healthcare organizations, and fully virtual professional services firms consistently post hr director roles with no location requirement.
Can you get a remote hr director job with no experience?
Yes, but remote hr director roles without experience are harder to land because you're expected to operate independently from day one without an office structure to fall back on. Remote-first startups and smaller distributed companies are more open to emerging candidates. Showing that you've handled HR projects autonomously, managed people programs end-to-end, or built remote-friendly processes gives you a concrete edge over candidates with similar experience levels.
Do you need a degree for remote hr director jobs?
Not always. Many remote employers weigh demonstrated HR leadership, measurable outcomes, and relevant certifications like SHRM-CP, SHRM-SCP, or PHR more heavily than a specific degree. For hr director roles managing distributed teams, showing that you've successfully run recruiting, compliance, or employee relations programs remotely often carries more weight than a credential alone.
See All 66 Remote HR Director Jobs
Find roles that match your experience and apply in just a few clicks.
Find Remote HR Director Jobs