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People Strategy Jobs in Florida (NOW HIRING)

Excel

VP, Head of People

Miami, FL · On-site

$170K - $185K/yr

We partner with large strategic brands such as insurance carriers, brokers, and agencies, supplying ... The VP, Head of People will play a critical role in ensuring the company attracts exceptional ...

Pair Team

People Business Partner

Miami, FL · Remote

You'll be a strategic thought partner to leaders while also helping build, improve, and drive key people initiative This is a fully remote position (PST required) reporting to the Manager, People ...

Cohesity

Senior People Partner

Heathrow, FL · On-site +1

$146K - $183K/yr

Build strategic partnerships with leaders and operate as a trusted advisor. * Lead organizational ... Support people managers and leaders in achieving revenue and profitability goals. * Collaborate ...

Opendoor

Director, People Business Partner

Miami, FL · On-site

It's how people build wealth, stability, and community. It's how families put down roots, how ... Proven strategic partner to senior leaders in fast-moving, ambiguous environments * Strong operator ...

Lennar Homes

Director, HRBP

Miami, FL · On-site

Reporting to Corporate HR leadership, this role serves as a trusted advisor to senior business leaders, aligning people strategies with business priorities and organizational goals. This role ...

AFC Companies

Director of Talent

Tampa, FL

Serve as a strategic people advisor to the CEO and executive team * Design and execute the people strategy required to support AFC's next stage of growth * Partner with leaders to improve ...

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All JobsPeople Strategy JobsPeople Strategy Jobs in Florida

People Strategy information

See Florida salary details

$24.3K

$70K

$110.6K

How much do people strategy jobs pay per year?

As of Aug 9, 2026, the average yearly pay for people strategy in Florida is $70,050.00, according to ZipRecruiter salary data. Most workers in this role earn between $53,100.00 and $93,400.00 per year, depending on experience, location, and employer.

How does a People Strategy professional typically collaborate with other departments to drive organizational goals?

People Strategy professionals work closely with leaders from HR, operations, finance, and executive teams to ensure that talent management aligns with the company's strategic objectives. Collaboration often involves designing workforce planning initiatives, supporting change management processes, and facilitating leadership development programs. Regular cross-functional meetings and project-based teamwork are common, enabling People Strategy professionals to integrate insights from various departments and drive holistic organizational growth.

What is the difference between People Strategy vs HR Business Partner?

AspectPeople StrategyHR Business Partner
Primary FocusDeveloping and aligning organizational talent and culture strategiesImplementing HR initiatives and advising leadership on HR matters
ResponsibilitiesStrategic planning, workforce planning, culture developmentEmployee relations, policy implementation, HR consulting
Required CredentialsHR or related degree, strategic HR certificationsHR certifications, experience in HR operations
Work EnvironmentStrategic teams, executive level collaborationHR departments, cross-functional teams

People Strategy focuses on shaping long-term organizational talent and culture plans, while HR Business Partners work closely with leadership to execute HR initiatives and manage employee relations. Both roles are vital but differ in scope and strategic versus operational emphasis.

What is People Strategy?

People Strategy refers to an organization's long-term plan for managing and developing its workforce to align with business objectives. It encompasses talent acquisition, employee development, engagement, performance management, and workplace culture. A strong People Strategy ensures that the right people are in the right roles, supports employee growth, and fosters a positive work environment, ultimately driving organizational success.

What does a People Strategy do?

A People Strategy involves developing and implementing plans to attract, retain, and engage employees to support organizational goals. It includes workforce planning, talent management, and aligning HR initiatives with business objectives, often utilizing data analytics and HR tools. The role requires strong communication and strategic thinking skills.

What are the key skills and qualifications needed to thrive in People Strategy, and why are they important?

To thrive in People Strategy, you need a strong background in human resources, organizational development, and data-driven decision-making, often supported by a degree in HR, business, or psychology. Familiarity with HRIS platforms, people analytics tools, and certifications like SHRM-CP or PHR is common in the field. Exceptional communication, strategic thinking, and change management skills help professionals influence culture and drive organizational effectiveness. These abilities are crucial for aligning workforce initiatives with business goals and fostering sustainable company growth.
What are popular job titles related to People Strategy jobs in Florida? For People Strategy jobs in Florida, the most frequently searched job titles are:
What job categories do people searching People Strategy jobs in Florida look for? The top searched job categories for People Strategy jobs in Florida are:
People Strategy jobs near you
Infographic showing various People Strategy job openings in Florida as of August 2026, with employment types broken down into 50% Full Time, 25% Part Time, and 25% Contract. Highlights an 75% In-person, and 25% Remote job distribution, with an average salary of $70,050 per year, or $33.7 per hour.

VP, Head of People

Excel

Miami, FL • On-site

$170K - $185K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 17 days ago

Job description

About Excel™
Ranked 6X by Inc. 5000 as one of the fastest-growing companies in America, and certified by Great Places to Work, Excel™ specializes in digital advertising and performance marketing, playing a pivotal role in connecting consumers with insurance brands, at scale. We partner with large strategic brands such as insurance carriers, brokers, and agencies, supplying them with high quality prospects looking for their services. This involves owning and operating top-rated insurance websites that we promote via paid search marketing driving the highest-intent consumers looking to acquire an insurance plan to meet their needs.
  • Our Vision: Acquiring great customers should be simple.
  • Our Mission: Helping insurance brands acquire the right customers at scale.
  • Our Values: E - Embrace Simplicity, X - XL Impact, C - Customer Centric, E - Extreme Ownership, L - Laser Focused.

Our team
At Excel™ we believe remote working is an important way to enable people to achieve their best work while maximizing time efficiency and personal freedom. Our culture is based on team-based performance that is highly aligned but loosely coupled, extreme ownership, growth mindset, curiosity, personal accountability, and we flourish because of the creativity and input from our team members. As an agile and innovative company, we are always looking for our next high performer to help transform the future!
About the role
Excel™ is seeking a strategic and hands-on VP, Head of People to lead the company's people strategy, talent management, organizational effectiveness, and HR operations. Reporting directly to the CEO, the Head of People will serve as a key member of the leadership team, responsible for aligning talent and culture initiatives with business objectives while building a high-performing, scalable organization.
This leader will oversee the full employee lifecycle, including talent acquisition, leadership development, performance management, employee engagement, total rewards, HR operations, and compliance. The ideal candidate combines strong business acumen with operational excellence and a proven ability to scale people programs in a high-growth environment.
Why This Role Matters
People are one of Excel™'s most important competitive advantages. The VP, Head of People will play a critical role in ensuring the company attracts exceptional talent, develops strong leaders, strengthens employee engagement, and builds a culture where high performers can thrive. This leader will help shape the company's next phase of growth by aligning talent, culture, leadership, and HR operations with measurable business outcomes.
Key responsibilities
Strategic Leadership & Organizational Effectiveness
  • Partner with the executive leadership team to develop and execute a people strategy that supports business objectives and long-term growth.
  • Serve as a trusted advisor on organizational design, workforce planning, succession planning, and leadership effectiveness.
  • Lead organizational change and transformation initiatives that improve performance, scalability, and employee experience.
  • Utilize workforce analytics and business insights to drive data-informed decision-making.

Talent Acquisition & Workforce Planning
  • Lead recruiting and workforce planning strategies that attract, hire, and retain high-performing talent across the organization.
  • Build scalable recruiting, onboarding, succession planning, and talent development programs that strengthen organizational capability and leadership readiness.
  • Partner with business leaders to identify staffing needs, talent gaps, bench strength, and future hiring needs.
  • Strengthen employer branding and drive continuous improvement in recruiting processes, candidate experience, employee value proposition and overall talent acquisition performance to improve hiring outcomes through data-informed decision-making.

Performance Management, Culture & Accountability
  • Lead performance management programs that align individual, team, and company performance with business objectives.
  • Foster a high-performance culture built on accountability, collaboration, continuous improvement, measurable results, and alignment with company values.
  • Coach leaders and managers on performance conversations, employee development, feedback, recognition, accountability, and talent management best practices.
  • Partner with executives and leaders to identify, develop, and retain high-potential employees while strengthening leadership capability across the organization.

Leadership Development & Talent Development
  • Design and implement leadership development programs that strengthen management capability and build organizational leadership capacity.
  • Equip managers with the tools, skills, and coaching needed to lead high-performing teams and drive business results.
  • Support long-term talent development, employee growth, and leadership readiness across the organization.
  • Lead and support organizational change initiatives that enhance agility, performance, and continuous improvement.

Employee Experience, Engagement & Employee Relations
  • Champion an employee experience that supports engagement, retention, accountability, transparency, innovation, and high performance.
  • Lead employee engagement, recognition, reward, and retention strategies that reinforce company values and support organizational commitment.
  • Provide leadership and guidance on employee relations matters, workplace investigations, corrective action, conflict resolution, and policy administration.
  • Promote collaboration, continuous learning, diverse perspectives, and professional development to support innovation and organizational growth.

Compensation, Benefits & Total Rewards
  • Lead competitive compensation, benefits, and total rewards programs that attract, retain, and motivate top talent.
  • Partner with leadership to design and administer performance-based incentive and bonus programs aligned with business objectives and company performance.
  • Oversee compensation planning, salary benchmarking, pay practices, benefits administration, and internal equity considerations.
  • Evaluate and enhance benefits programs to support employee well-being while aligning with organizational goals and cost management priorities.

HR Operations, Compliance & People Analytics
  • Ensure compliance with applicable federal, state, and local employment laws and regulations.
  • Oversee HR systems, reporting, people analytics, policy administration, process improvement, and HR governance practices.
  • Continuously improve HR programs, processes, and operational efficiencies to enhance scalability, employee experience, and organizational effectiveness.
  • Develop scalable HR infrastructure and risk management practices that support business growth while maintaining compliance and operational excellence.

Qualifications
  • Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field; advanced degree preferred.
  • 10+ years of progressive Human Resources experience, including experience leading HR or People functions within high-growth, performance-driven organizations.
  • SHRM-SCP, SPHR, SHRM-CP, or PHR certification strongly preferred.
  • Strong knowledge of employment law, employee relations, talent and performance management, compensation, benefits, HR operations, and HR best practices.
  • Proven success developing talent acquisition, leadership development, performance management, compensation, and employee engagement strategies that support measurable business outcomes.
  • Strong business acumen with the ability to leverage workforce analytics, financial insights, organizational data, and business metrics to influence executive decision-making.
  • Strong communication, relationship-building, and change management skills.
  • Experience within digital marketing, lead generation, technology, SaaS, or professional services organizations preferred.
  • Experience supporting remote and multi-state workforces preferred.

Key Competencies
  • Strategic Leadership
  • Executive Presence
  • Talent Development
  • Organizational Effectiveness
  • Business Partnership

Success Measures
Within the first 12 months, the VP, Head of People will:
  • Strengthen talent acquisition, leadership development, and succession planning capabilities.
  • Improve employee engagement, retention, and organizational performance.
  • Implement scalable people programs and processes that support continued business growth.
  • Enhance people analytics and workforce reporting to support strategic decision-making.
  • Ensure HR operations, compliance, and infrastructure effectively support organizational success.

Reporting relationships
  • Reports to: Chief Executive Officer
  • Potential Direct reports:
    • Talent Acquisition
    • HR Generalist/Business Partner/People Ops Partner
    • Learning & Development (as applicable)
    • Office Administration (as applicable)

Compensation mix
  • Fixed base salary
  • Variable performance bonus
  • Transactional Bonus
  • $1,000 Learning Allowance/year
  • Separate budget for conferences/events
  • Company-sponsored benefits

Benefits
  • Health insurance
  • Dental insurance
  • Vision insurance
  • Life insurance
  • Short term disability insurance
  • Long term disability insurance
  • 401(k) plan
  • Flexible schedule
  • Paid time off
  • Parental leave

Some benefits may vary depending on applicability/availability.
Perks
  • Holidays, vacation, and personal paid time-off
  • Work-life flexible while committed to growth
  • The entire company is remote/work from home
  • Company provided computer hardware/software
  • Unlimited growth and development opportunities

Next steps
If you are interested in this opportunity, want to grow with a company that is invested in you and the future, apply now to be considered for this position! It is highly recommended you read our culture memo at https://excelimpact.com/culture before applying to ensure you could be a good cultural fit.
The pay range for this role is:
170,000 - 185,000 USD per year (US)

Apply