Remote Human Capital Director Jobs
Remote Human Capital Director jobs are in active demand across the U.S., with remote-first firms and distributed organizations bringing on senior HR leaders who can align people strategy without being on-site. Companies hiring remotely right now include A P Ventures, Fisher Investments, and Everforth ECS, with strong concentration in {{top_industries_phrase}}. Find a role that fits below and apply directly.
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Title: Human Capital | Subject Matter Expert
Location: Remote
CLEARANCE: Must be able to obtain a High-Risk Public Trust
Company Overview
At APV, we’re more than a technology company — we’re a mission-driven powerhouse transforming organizations through advanced technology and human ingenuity. Our expertise spans AI/ML, data architecture, low-code/no-code development, Agile DevSecOps, and cloud services, delivering scalable and meaningful solutions.
In our Emerging Technology Lab, innovation drives progress. Our teams create intelligent chatbots, AI-powered assistants, robotic process automation (RPA), essay graders, and data analytics platforms. If you’re passionate about solving complex challenges and shaping the future, APV is the place for you. Since 2007, we’ve partnered with federal and state agencies to deliver IT, training, and consulting solutions that achieve mission-critical outcomes. Built on accountability, integrity, and quality, we go beyond expectations. With 70+ prime contracts and a proven record of client success, APV continues to grow — and we’re looking for exceptional talent to grow with us.
At APV, we Always Provide Value
POSITION SUMMARY
APV is seeking a Human Capital Subject Matter Expert (SME) to serve as the senior strategic advisor to the Department of Homeland Security (DHS) Office of the Chief Human Capital Officer (OCHCO) on enterprise human capital strategy, policy, governance, transformation, and operations.
SME provides cross-functional, executive-level advisory support across the full federal HR portfolio including employee relations, labor relations, recruitment and placement, classification and position management, benefits and retirement, performance management, workforce planning, talent development, HR operations, and HR information systems.
This role advises the DHS Chief Human Capital Officer, Deputy CHCO, component CHROs, OGC, and senior leadership on the most complex, precedent-setting, and high-visibility human capital matters. The SME drives enterprise strategy under the Human Capital Framework, the President's Management Agenda workforce priorities, the CHCO Act, and DHS-specific authorities. The SME also leads HR modernization, governance design, workforce analytics, and strategic stakeholder engagement at the interagency level.
DUTIES
Enterprise Human Capital Strategy & Governance
- Serve as the senior strategic advisor to the DHS CHCO and OCHCO leadership on the design and execution of the DHS Human Capital Operating Plan (HCOP), the Human Capital Strategic Plan, and the agency's annual Strategic Human Capital Management framework under 5 CFR Part 250.
- Apply the OPM Human Capital Framework (HCF) Strategic Planning and Alignment, Talent Management, Performance Culture, and Evaluation across DHS enterprise priorities.
- Lead human capital governance design, including HR Council structures, decision authorities, escalation paths, and integration with mission, resources, and program governance bodies.
- Drive HRStat performance review preparation, OPM Federal Workforce Priorities Report (FWPR) responses, and other recurring human capital reporting and accountability cycles.
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Advise on the human capital implications of new authorities, executive orders, regulatory changes, OMB and OPM guidance, and the President's Management Agenda.
HR Transformation, Modernization & Operating Model Design
- Lead enterprise HR transformation strategy, including operating model design, service delivery model selection (shared services, centers of excellence, embedded HR), and the integration of HR information systems.
- Advise on the modernization of recruitment (skills-based hiring, SME-QA, pooled hiring, Hire to Mission, Direct Hire authorities), performance management, classification, benefits, and HR operations.
- Drive automation, process redesign, and digital enablement opportunities across HR functions in coordination with DHS technology offices and component CHROs.
- Lead requirements definition, business case development, and stakeholder alignment for HR modernization investments.
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Translate operational pain points across the HR portfolio into enterprise-level recommendations and implementation roadmaps.
Cross-Functional Policy, Risk & Advisory Leadership
- Provide expert cross-functional advisory support on the most complex matters spanning multiple HR specialties, including conduct and performance, classification and pay, benefits and retirement, accommodations, labor relations, and workforce planning.
- Interpret and integrate authorities across Title 5 (including 5 USC Chapters 11, 13, 14, 23, 31, 33, 41, 43, 51, 53, 55, 57, 61, 63, 71, 75, 81, 83, 84, 87, 89), 5 CFR governing regulations, the CHCO Act (5 USC 1401-1402), the OPM Director's authorities under 5 USC 1103, and DHS-specific authorities.
- Lead enterprise responses to GAO, OIG, IG, OPM accountability reviews, and congressional inquiries on cross-cutting human capital matters.
- Advise senior leaders on enterprise human capital risk, including talent risk, succession risk, compliance risk, equity risk, and reputational risk.
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Lead policy harmonization across DHS components and translate complex authorities into clear, plain-language guidance, decision frameworks, and operational tools.
Strategic Workforce Planning & HR Analytics
- Lead enterprise strategic workforce planning, including mission-critical occupation analysis, competency gap assessment, succession risk identification, and workforce shaping strategy.
- Drive HR analytics and data strategy, including workforce dashboards, predictive analytics, Federal Employee Viewpoint Survey (FEVS) analysis, and HR performance metrics.
- Advise on the data infrastructure, governance, and quality controls required to support evidence-based decision-making across the HR portfolio.
- Translate workforce data into actionable insights and executive-level recommendations on hiring, retention, performance, leadership development, and engagement.
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Lead the integration of HR data with mission, financial, and program data to inform enterprise resource and workforce decisions.
Executive Advisory, Stakeholder Engagement & Mentorship
- Serve as the trusted strategic advisor to the DHS CHCO, Deputy CHCO, component CHROs, and senior DHS leadership on the most sensitive human capital matters.
- Prepare executive-level decision papers, briefing memos, talking points, congressional response materials, and risk assessments.
- Represent DHS at OPM, the CHCO Council, the CHRO Council, OMB engagements, and interagency forums on human capital strategy, policy, and modernization.
- Mentor senior and journeyman HR specialists across functional areas; lead enterprise calibration sessions and conduct quality reviews of major work products.
- Build and maintain enterprise human capital training, leadership development, and continuing education curricula in partnership with OCHCO learning programs.
EDUCATION
- Bachelor's degree in Human Resources, Public Administration, Industrial Relations, Business Administration, Organizational Development, Law, or related field;
- Master's degree, MBA, or J.D. strongly preferred.
REQUIRED QUALIFICATIONS
- Active DHS Public Trust or favorably adjudicated investigation; ability to obtain and maintain required suitability/access throughout the period of performance.
- Minimum 15 years of progressive federal human capital experience, including substantial time at the GS-15, SES, or equivalent senior strategic level leading enterprise HR programs, transformation, or governance.
- Demonstrated mastery of Title 5 authorities and 5 CFR governing regulations across multiple HR specialties; the OPM Human Capital Framework and 5 CFR Part 250; the CHCO Act; and OPM and OMB human capital guidance. Documented expertise leading enterprise human capital strategy, HR transformation, governance design, or strategic workforce planning at the federal department or large-agency level.
PREFERRED QUALIFICATIONS
- Prior service as a CHCO, Deputy CHCO, OCHCO senior executive, OPM senior executive, or component CHRO at DHS, DoD, or another large federal department.
- J.D. with federal employment law experience or substantive experience supporting MSPB, EEOC, FLRA, or federal court litigation at the policy or strategic level.
- Experience leading HR transformation, operating model redesign, shared services stand-up, or HR information system modernization at enterprise scale.
- Experience with President's Management Agenda workforce pillar implementation, skills-based hiring rollout, or Hire to Mission activities.
- SHRM-SCP, IPMA-SCP, SPHR, or comparable senior HR certification.
- PMP, Lean Six Sigma Black Belt, or comparable senior process and program management certification.
About APV
APV is an Equal Employment Opportunity employer. All qualified applicants are considered without regard to race, color, religion, sex, national origin, age, disability, genetic information, sexual orientation, gender identity, veteran status, or marital status.
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Who's Hiring
What Employers Look For
The qualifications that appear most often in remote human capital director jobs.
- 10 or more years of progressive HR leadership experience across multiple HR functions
- Bachelor's degree in human resources, business administration, or a related field
- Demonstrated experience leading workforce planning, succession planning, and organizational design
- SHRM-SCP or SPHR certification strongly preferred or required
- Experience implementing or managing enterprise HRIS platforms and applicant tracking systems
- Proven ability to partner with executive leadership on people strategy and culture initiatives
Tips for Your Remote Human Capital Director Job Search
Signal async leadership in every application
Remote employers want human capital directors who have driven strategy without in-person access to stakeholders. Cite specific examples of async decision frameworks, remote policy rollouts, or distributed onboarding programs you led to show you can operate at director level across time zones.
Apply early to remote roles that fit
Migrate Mate lists remote human capital 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-based listings that don't apply to you.
Highlight HRIS and remote collaboration fluency
Remote human capital directors are expected to run people operations through platforms like Workday, Rippling, or Lattice and communicate strategy through written documentation rather than meetings. Name the specific tools you've used to manage distributed workforce processes at scale.
Prepare for written and recorded interview formats
Many remote-first companies screen human capital director candidates with asynchronous video responses or written case studies before a live interview. Practice articulating your approach to culture, retention, and workforce planning in clear, concise written form, not just spoken answers.
Remote Human Capital Director Jobs: Frequently Asked Questions
How do I get a remote human capital director job?
Remote human capital director roles go to candidates who can demonstrate strategic independence and clear written communication from day one. Remote employers screen heavily for experience managing distributed teams, running async decision-making processes, and driving culture without in-person presence. Proficiency with HRIS platforms, virtual collaboration tools, and remote performance frameworks gives candidates a concrete edge over equally credentialed applicants who lack that distributed-environment fluency.
Which companies hire remote human capital directors?
Companies hiring remote human capital directors right now include A P Ventures, Fisher Investments, and Everforth ECS, based on current remote listings on Migrate Mate as of November 2026. Remote-first technology firms, distributed healthcare organizations, and national professional services companies are among the most consistent hirers of this role across a fully remote setup.
Can you get a remote human capital director job with no experience?
Yes, but remote director-level roles are harder to land without experience because employers expect you to operate with minimal oversight from the start. Remote entry paths into this field include people operations coordinator roles at fully remote startups, where you can build a portfolio of distributed-team projects and policy work. Demonstrating ownership of an async onboarding process or a remote culture initiative can substitute for years of traditional in-office HR tenure.
Do you need a degree for remote human capital director jobs?
Not always, though a bachelor's degree in human resources, business, or organizational development is common among candidates. Remote employers weigh demonstrated results, such as measurable improvements in retention, engagement, or workforce planning, alongside or instead of formal credentials. Professional certifications and a clear portfolio of strategic HR outcomes often carry as much weight as a degree for director-level remote roles.
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