Vice President of People and Culture Jobs
Vice President of People and Culture jobs are open across technology, healthcare, financial services, retail, and professional services, at every level from senior director to chief people officer, with specializations in talent strategy, organizational development, and total rewards. Find a role that fits below and apply directly.
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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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Find JobsVice President of People and Culture Job Market
Who's Hiring
Top Industries Hiring
- Manufacturing
- Technology & Software
- Non-Profit & Social Services
What Employers Look For
The qualifications that appear most often in 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 Vice President of People and Culture Job Search
Quantify culture and retention outcomes
Your resume needs numbers tied to people outcomes: voluntary turnover rates you moved, engagement scores you shifted, or time-to-fill reductions you drove. Generic descriptions of 'leading HR teams' won't distinguish you at this level.
Show board-level communication experience
Many job descriptions for this role require presenting to boards or executive committees. If you've done it, say so explicitly in your resume and cover letter. Hiring committees treat this as a hard filter, not a nice-to-have.
Target companies at your stage inflection point
The vp of people and culture role is defined differently at a 200-person growth company versus a 5,000-person enterprise. Find openings at companies navigating the specific transition you've led before: post-merger, rapid scale, or culture reset.
Apply early to roles that fit
Migrate Mate lists vice president of people and culture openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Prepare a people-strategy narrative for interviews
Interviewers at this level expect you to articulate a coherent philosophy: how you structure talent acquisition, how you connect culture to business outcomes, and where you've made trade-offs. Rehearse this as a narrative, not a list of past jobs.
Negotiate scope before discussing compensation
In final-round discussions, clarify reporting structure, budget authority, and whether the role owns the full people function before negotiating terms. Scope misalignment is the leading reason senior HR leaders leave within 18 months.
Vice President of People and Culture Jobs: Frequently Asked Questions
Which companies are hiring the most vice president of people and cultures?
Fairmont, Campbell's, and BDO are hiring the most vice president of people and cultures 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-market companies scaling through growth stages and large enterprises restructuring their people functions.
How many vice president of people and culture jobs are remote?
About 77% of vice president of people and culture openings are fully remote or hybrid as of November 2026, reflecting the executive nature of the role and the expectation of regular in-person presence with leadership teams. Sub-areas like talent operations, learning and development strategy, and people analytics tend to offer the most remote flexibility.
How do you become a vice president of people and culture?
Most people who reach this role come up through HR generalist or HR business partner tracks, progressively taking on larger scopes: managing a function, then a full people team, then sitting at the leadership table. Getting exposure to both talent acquisition and total rewards early broadens your profile. Senior certifications like SHRM-SCP signal strategic readiness, and direct experience advising executives on organizational design accelerates the path.
Can you get hired as a vice president of people and culture without prior VP experience?
Some companies will hire a strong senior director into the VP role, particularly at growth-stage companies building a people function for the first time. The key is demonstrating that you've owned outcomes at the same scope: budget authority, executive partnership, and cross-functional influence. Companies that need someone to build rather than inherit are your best opening if you haven't held the title yet.
What does the vice president of people and culture interview process look like?
Expect multiple rounds: an initial screen with HR or a recruiter, a deep-dive with the CEO or COO on people philosophy and business acumen, and a panel with functional leaders whose teams you'd support. Many companies include a case study or presentation asking you to diagnose a talent challenge and propose a strategy. Reference checks at this level often include direct conversations with former executives you've partnered with.
Where can I find and apply to vice president of people and culture jobs?
You can find and apply to vice president of people and culture jobs on Migrate Mate, which lists current openings from across the United States. Find roles that match your background and apply directly to each listing from the page.
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