ZipRecruiter

Log In

2

Remote Chief People Officer Jobs (NOW HIRING)

Truly Free

Marketing Recruiter

Traverse City, MI · Remote

$75K - $90K/yr

Chief People Officer Location: Traverse City, MI - Remote Salary: $75,000 - 90,000 *** This position will need to work in Eastern or Central time zone so prefer candidates in these time zones.

SEIU- ESF

Chief Financial Officer

Northampton, MA · Remote

Remote (within the United States) with travel for periodic in-person meetings and activities ... ORGANIZATION OVERVIEW An increasing number of Americans - most of whom are women and people of ...

Civil CFO

Fractional CFO

Washington, DC · On-site +1

$305K/yr

Remote - US Reporting To: CEO Compensation: $305,000 / year Description This is not a typical ... We are paid to be partners, not "Yes Men." We are loyal to the business and its people, not anyone ...

previous pagenext page

Showing results 21-40

All JobsChief People Officer JobsRemote Chief People Officer Jobs

Remote Chief People Officer information

See salary details

$41.5K

$151.2K

$269.5K

How much do remote chief people officer jobs pay per year?

As of Aug 14, 2026, the average yearly pay for remote chief people officer in the United States is $151,203.00, according to ZipRecruiter salary data. Most workers in this role earn between $111,500.00 and $185,000.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a remote chief people officer, and why are they important?

To excel as a Remote Chief People Officer, you need extensive experience in HR leadership, knowledge of employment law, and a relevant degree or certification such as SHRM-SCP or SPHR. Familiarity with HRIS platforms, remote collaboration tools, and data analytics systems is essential for managing distributed teams. Exceptional communication, strategic thinking, and emotional intelligence distinguish top performers in this role. These skills ensure effective people management, foster a strong remote culture, and align HR initiatives with organizational goals.

What is the difference between Remote Chief People Officer vs Remote HR Director?

AspectRemote Chief People OfficerRemote HR Director
CredentialsAdvanced degrees in HR, Business, or related fields; extensive leadership experienceBachelor’s or Master’s in HR, Business, or related fields; significant HR experience
Work EnvironmentStrategic leadership, executive meetings, company-wide initiativesOperational HR management, policy implementation, team oversight
Employer & Industry UsageUsed in large organizations, startups, and tech companies for strategic HR rolesCommon in mid-sized to large companies managing HR functions
Search & Comparison IntentFocus on strategic HR leadership, executive rolesFocus on HR operations, team management

The Remote Chief People Officer typically holds a higher strategic leadership role, overseeing company-wide HR initiatives, while the Remote HR Director manages day-to-day HR operations and team management. Both roles require HR expertise, but the CPO focuses on long-term people strategies at an executive level.

How does a remote chief people officer effectively lead and support a distributed HR team?

A Remote Chief People Officer (CPO) leverages digital communication and collaboration tools to provide strong leadership and support to a geographically dispersed HR team. They prioritize regular virtual check-ins, transparent communication, and clear goal-setting to maintain alignment across locations. Additionally, a remote CPO fosters a culture of inclusion and engagement by implementing remote-friendly HR policies, encouraging feedback, and investing in team development opportunities. Challenges can include managing time zones and ensuring consistent employee experiences, but a proactive and tech-savvy approach helps mitigate these issues.

What is a remote chief people officer?

A Remote Chief People Officer (CPO) is an executive responsible for overseeing all aspects of an organization's human resources and people strategy, while working primarily from a remote location. Their duties include talent acquisition, employee engagement, organizational culture, and performance management. As a remote leader, they leverage digital tools to manage teams, foster communication, and ensure company policies are effectively implemented across distributed workforces. The role is critical in shaping a positive work environment and aligning people practices with business objectives, even when teams are not physically together.
More about Remote Chief People Officer jobs

What cities are hiring for Remote Chief People Officer jobs?

Cities with the most Remote Chief People Officer job openings:

What are the most commonly searched types of Chief People Officer jobs?

The most popular types of Chief People Officer jobs are:

What states have the most Remote Chief People Officer jobs?

States with the most job openings for Remote Chief People Officer jobs include:

What job categories do people searching Remote Chief People Officer jobs look for?

The top searched job categories for Remote Chief People Officer jobs are:

Remote Chief People Officer jobs near you
Infographic showing various Remote Chief People Officer job openings in the United States as of August 2026, with employment types broken down into 78% Full Time, 14% Part Time, and 8% Contract. Highlights an 100% Remote job distribution, with an average salary of $151,203 per year, or $72.7 per hour.

Marketing Recruiter

Truly Free

Traverse City, MI • Remote

$75K - $90K/yr

Other

Posted 8 days ago

Job description

TRULY FREE, INC. 
Title: Marketing Recruiter, 70% Recruiting/30% Onboarding 

Reports to: Chief People Officer

Location: Traverse City, MI - Remote

Salary:  $75,000 - 90,000


*** This position will need to work in Eastern or Central time zone so prefer candidates in these time zones.

 
OVERVIEW
The Marketing Recruiter owns full-cycle recruiting for Truly Free's Marketing department and leads new hire onboarding company-wide — from offer acceptance through a new hire's first 90 days. This newly created role pairs marketing-specific hiring expertise with hands-on onboarding ownership, closing the gap left as the HR team consolidates and adding dedicated Marketing recruiting capacity alongside the Talent Acquisition Specialist.


Every marketing hire is sourced and hired by someone who understands great candidates — and every new hire, in any department, gets a great first day.
RESPONSIBILITIES
Full-Cycle Hiring
Onboarding
Candidate Experience

Marketing recruiting


Marketing Recruiting: Own full-cycle recruitment for Marketing roles — sourcing, screening, interviewing, and
extending offers — partnering with Marketing leadership to define role requirements.
Employer branding: Build and maintain a strong candidate pipeline for marketing talent through job boards,
LinkedIn, referrals, and marketing-specific communities.
Onboarding ownership: Design, run, and continuously improve new-hire onboarding company-wide —
paperwork, orientation, systems access, first-week schedules, and 30/60/90-day check-ins.
ATS management: Maintain accurate candidate and requisition data in the applicant tracking system; keep
pipelines and statuses current.
Hiring manager partnership: Coach hiring managers on interview process, scorecards, and candidate
evaluation.
Candidate experience: Ensure every candidate — hired or not — has a professional, timely, well-communicated
experience.
Cross-team handoff: Partner with the HR Generalist and HR Operations Coordinator to move new hires smoothly
from offer to Day 1.
Reporting: Track and report recruiting and onboarding metrics (time-to-fill, offer-acceptance rate, 90-day
retention) to the Chief People Officer.


WHAT SUCCESS LOOKS LIKE


  • Marketing roles are filled with qualified candidates within target time-to-fill.
  • Hiring managers rate the candidate slate and process as strong.
  • Every new hire, in any department, completes a structured, consistent onboarding.
  • New hires reach 90 days with clear expectations and no onboarding gaps.


QUALIFICATIONS
REQUIRED


  • 2+ years of full-cycle recruiting experience, ideally including marketing or creative roles.
  • Demonstrated experience designing or running new-hire onboarding programs.
  • Comfort using an ATS and sourcing tools (LinkedIn Recruiter, job boards, etc.).
  • Strong communication and relationship-building skills with candidates and hiring managers.
  • Able to manage multiple open requisitions and onboarding cohorts at once.


PREFERRED


  • Experience recruiting for DTC, ecommerce, or CPG marketing teams.
  • Familiarity with employer branding and social recruiting.
  • Background in HR operations or generalist work.
  • Experience building onboarding content (playbooks, welcome guides, training schedules).


Partners with: Marketing leadership; Talent Acquisition Specialist; HR Generalist and HR Operations Coordinator
Supports: Marketing team (recruiting); all new hires company-wide (onboarding)