Remote Vice President of People and Culture Jobs
Remote Vice President of People and Culture jobs are concentrated in technology, healthcare, and professional services, with the strongest demand coming from remote-first companies, venture-backed startups, and distributed enterprise teams scaling their people operations. 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 vice president of people and culture jobs.
- 10 or more years of progressive HR leadership experience, including at least 3 at the VP level
- Demonstrated experience building or scaling a people function through rapid organizational growth
- Deep knowledge of talent acquisition, performance management, and total rewards strategy
- Experience partnering directly with C-suite executives and presenting to board-level stakeholders
- Proficiency with HR information systems and applicant tracking systems
- Bachelor's degree in human resources, business administration, or a related field, with an advanced degree or SHRM-SCP certification preferred
Tips for Your Remote Vice President of People and Culture Job Search
Signal your remote leadership experience clearly
Explicitly name the distributed or remote teams you've led, the geographies involved, and the people programs you built for async environments. Remote hiring committees want evidence you've solved the specific problems of leading culture without a physical office, not just that you've managed large teams.
Apply early to remote roles that fit
Migrate Mate lists remote vice president 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 location-filtered results on general boards.
Demonstrate written communication at an executive level
Remote employers evaluate how you communicate before they hire you. Craft your cover letter and any async submissions as if they are deliverables, showing strategic clarity, concise framing, and the voice of a leader who can align a distributed organization through writing alone.
Prepare for systems and tools questions in interviews
Remote hiring panels for this role routinely ask how you've used tools like Workday, Lattice, Greenhouse, or Culture Amp to manage people operations asynchronously. Know which platforms you've implemented, what outcomes they drove, and how you'd build or migrate a people tech stack in a fully remote environment.
Remote Vice President of People and Culture Jobs: Frequently Asked Questions
How do I get a remote vice president of people and culture job?
Remote employers hiring at this level screen heavily for self-direction, executive presence in writing, and the ability to build culture without a physical office. Prioritize experience leading distributed or hybrid people teams, comfort with async communication tools like Slack and Notion, and a demonstrated record of designing remote-first programs for performance management, onboarding, and engagement. Candidates who can articulate how they've driven retention and belonging across time zones move to the top of the list.
Which companies hire remote vice president of people and cultures?
Companies hiring remote vice president 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 technology firms, high-growth SaaS companies, and distributed professional services organizations are the most consistent employers of this role at the executive level.
Can you get a remote vice president of people and culture job with no experience?
Yes, but remote vice president of people and culture roles at this level are rare for candidates without substantial leadership experience, since remote executives must operate with significant autonomy from day one. Entry paths include leading people operations at a small remote-first startup, consulting on culture and HR strategy for distributed teams, or building a portfolio of measurable outcomes from senior HR or chief of staff roles that demonstrate executive-level impact.
Do you need a degree for remote vice president of people and culture jobs?
Not always. Remote employers at this level weigh demonstrated leadership outcomes, organizational design experience, and people strategy results more than a specific credential. That said, a bachelor's degree in human resources, organizational psychology, or business is common among candidates, and an advanced degree or SHRM-SCP certification can strengthen your profile when competing for roles at larger or more structured organizations.
Which industries hire the most remote vice president of people and cultures?
Remote vice president of people and culture roles concentrate in Non-Profit & Social Services, based on current remote listings on Migrate Mate as of November 2026. These sectors hire remotely because their workforces are already distributed across geographies, making a people leader who can operate effectively without a central office essential to the business.
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