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Remote Human Factors Research Jobs (NOW HIRING)

Peloton

User Researcher

New York, NY · On-site +1

Versed in remote and in-person user research methodologies * Communicate and utilize storytelling ... Degree in Human/Computer Interaction, Human Factors Engineering, or Psychology, or equivalent ...

Natus

Global HRIS Analyst

Middleton, WI · Remote

$75/hr

Remote- Preferred Central or Eastern time Reports To: Global HRIS Manager Role Overview The Global ... Factors which may affect starting pay within this range may include geography/market, skills ...

Insomniac Games

Research Data Analyst

$60 - $75/hr

Research Data Analyst - 6 Month CONTRACT Insomniac Games is looking for a new Research Data Analyst ... Emphasis in psychology, human-computer interaction, human factors, or a related field is ideal.

HireTalent

Senior User Experience Researcher

Eagan, MN · Remote

... and remote teammates in user experience, product development, and technology teams. Research ... Design, Human Factors, Cognitive Psychology, Cognitive Science, or related field 4+ years of ...

GDIT

UI/UX Designer

WV · On-site +1

$144K - $195K/yr

Lead user research, interaction design, and visual design for a platform serving diverse user ... Bachelor's degree in cognitive and/or experimental psychology, human factors engineering, or an ...

Apex Systems

Sr UX Producer

Acton, MA · On-site +1

Remote Project Duration: 12 months Rate: Negotiable Based on Experience We're seeking a strategic ... Lead end-to-end planning and execution of UX programs across design, research, human factors ...

New

The Pennsylvania State University

$34K - $61K/yr

Approval of remote and hybrid work is not guaranteed regardless of work location.For additional ... POSITION SPECIFICS The Prevention Research Center is seeking a Human Research Technologist to ...

Riverside Research

Remote Sensing Scientist

Dayton, OH · Remote

$91K - $140K/yr

... factors. Closing Statement Riverside Research Institute is a not-for-profit, technology-oriented defense company, where service to our customers and support of our staff is our overall mission.

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Remote Human Factors Research information

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$42K

$89.1K

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How much do remote human factors research jobs pay per year?

As of Jun 13, 2026, the average yearly pay for remote human factors research in the United States is $89,120.00, according to ZipRecruiter salary data. Most workers in this role earn between $62,500.00 and $107,000.00 per year, depending on experience, location, and employer.

What are some common challenges faced by professionals in remote human factors research roles?

One common challenge in remote human factors research is effectively replicating real-world environments and user interactions when participants are not physically present. This can require creative use of digital tools for remote usability testing and careful planning to ensure data quality. Additionally, coordinating with cross-functional teams and participants across different time zones can require strong communication and organizational skills. Despite these challenges, remote roles provide flexibility and access to a broader range of research participants, which can enrich the research process.

What are the key skills and qualifications needed to thrive as a Remote Human Factors Researcher, and why are they important?

To thrive as a Remote Human Factors Researcher, you need a background in psychology, human-computer interaction, or a related field, with experience in user research methodologies. Familiarity with remote research platforms (like UserTesting or Lookback), statistical analysis tools, and usability testing software is typically required. Strong analytical thinking, clear communication, and the ability to empathize with users are critical soft skills for this role. These skills ensure research findings are robust, actionable, and effectively inform user-centered design decisions in remote and distributed team environments.

What is remote human factors research?

Remote human factors research is the study of how people interact with systems, products, or environments, conducted from a distance rather than in-person. Researchers use digital tools such as online surveys, video calls, and remote usability testing platforms to collect data and observe participant behavior. This approach allows for gathering insights from diverse geographic locations and can be more flexible and cost-effective than traditional in-person methods. Remote research is especially useful for studying user experience, ergonomics, and human-computer interaction in real-world settings.

What is the difference between Remote Human Factors Research vs Remote User Experience Research?

AspectRemote Human Factors ResearchRemote User Experience Research
CredentialsTypically requires degrees in psychology, human factors, or ergonomicsOften requires degrees in psychology, design, or human-computer interaction
Work EnvironmentConducts studies to improve safety, usability, and performance in various settingsFocuses on enhancing user satisfaction and interface usability for digital products
Industry UsageUsed across healthcare, aviation, automotive, and industrial sectorsPrimarily used in tech, software, and digital product companies

Remote Human Factors Research and Remote User Experience Research share overlapping skills and credentials but differ in focus. Human Factors Research emphasizes safety, ergonomics, and performance in physical and operational contexts, while User Experience Research centers on digital interfaces and user satisfaction. Both roles are vital in their respective industries and often require similar educational backgrounds, but their application areas distinguish them.

More about Remote Human Factors Research jobs
What cities are hiring for Remote Human Factors Research jobs? Cities with the most Remote Human Factors Research job openings:
What are the most commonly searched types of Human Factors Research jobs? The most popular types of Human Factors Research jobs are:
What states have the most Remote Human Factors Research jobs? States with the most job openings for Remote Human Factors Research jobs include:
What job categories do people searching Remote Human Factors Research jobs look for? The top searched job categories for Remote Human Factors Research jobs are:
Remote Human Factors Research jobs near you
Infographic showing various Remote Human Factors Research job openings in the United States as of June 2026, with employment types broken down into 1% As Needed, 87% Full Time, 10% Part Time, and 2% Contract. Highlights an 94% Physical, 2% Hybrid, and 4% Remote job distribution, with an average salary of $89,120 per year, or $42.8 per hour.
Aviation Industrial /Organizational Psychologist

Aviation Industrial /Organizational Psychologist

NetImpact Strategies

Remote

Full-time

Medical, Dental, Vision, Retirement, PTO

Posted 28 days ago

Job description

Job Description
The Aviation Industrial / Organizational (I/O) Psychologist will provide expertise and hands-on strategy, planning, and execution support to drive adoption of our modernization initiative. Thisproject represents a large-scale, safety-critical transformation affecting operational systems, workforce processes, and organizational practices across the National Airspace System (NAS). As the I/O Psychologist, this expert ensures human performance, workforce adaptation, and behavioral risk considerations are systematically integrated into the Program's organizational change management (OCM) activities. This role applies behavioral science, human factors expertise, and organizational research methods to inform change strategies, OCM plans, operational impact evaluation, personnel and readiness assessments, and interventional strategies in order to drive adoption of new systems and processes.
This is an applied science, execution-focused role operating in a high-visibility program with accelerated timelines.
Responsibilities
  • Apply behavioral science, human factors expertise, and organizational research methods to assess the workforce and operational impacts of BNATCS modernization activities.
  • Lead and support readiness assessments, stakeholder analysis, and behavioral data collection efforts to evaluate organizational preparedness for system, process, and operational changes.
  • Assess cognitive workload, human-system interaction, and workforce performance implications associated with new technologies, procedures, and operational practices introduced through BNATCS.
  • Analyze workforce adaptation challenges, retraining requirements, change saturation risks, and potential impacts on controller workload, stress, and operational performance.
  • Translate behavioral insights and workforce data into actionable recommendations that inform program decision-making, operational planning, and change management strategies.
  • Support the development and execution of event-based change plans that guide workforce adoption of BNATCS capabilities across implementation phases.
  • Contribute to the identification and mitigation of behavioral and workforce-related risks that could affect NAS reliability, operational safety, or program adoption.
  • Collaborate with BNATCS engineering, technical, and operational teams to integrate human performance considerations into system design discussions, technical reviews, and operational planning activities.
  • Provide human factors insight during design reviews, system integration discussions, and training planning to ensure workforce capabilities and operational constraints are considered.
  • Evaluate the organizational and operational implications of modernization activities, including impacts to roles, responsibilities, decision authorities, and operational workflows.
  • Support stakeholder engagement and workforce readiness activities including surveys, focus groups, workshops, demonstrations, and feedback collection efforts designed to facilitate change adoption.
  • Monitor workforce sentiment, stakeholder feedback, and adoption indicators to inform engagement strategies and refine change interventions.
  • Contribute behavioral insights to outreach and engagement activities such as demonstrations, working groups, briefings, workshops, and industry events.
  • Develop and apply behavioral and organizational metrics that track workforce readiness, adoption health, and change effectiveness.
  • Identify sustainability risks such as workforce turnover, training gaps, or operational resource constraints and recommend strategies to support long-term adoption and workforce capability.

Qualifications
Qualifications
  • Ability to obtain Public Trust (U.S. Citizen)
  • Master's or Ph.D. in Industrial/Organizational Psychology, Human Factors Psychology, Organizational Psychology, or related applied behavioral science field.
  • 10-18 years of progressive applied experience in large-scale, complex, safety-critical environments (e.g., aviation, transportation, defense, critical infrastructure, federal agencies).
  • Demonstrated experience in human factors assessment, workload analysis, cognitive ergonomics, or workforce performance evaluation.
  • Experience designing and conducting readiness assessments, surveys, interviews, or structured behavioral data collection for enterprise change management
  • Experience translating behavioral data into operational recommendations and action plans for senior leadership.
  • Ability to operate effectively in performance-based, time-sensitive environments.
  • Excellent written and verbal communication skills.
Preferred
  • Experience supporting aviation, FAA, DOT, or DoW aerospace modernization initiatives.
  • Strong facilitation and stakeholder engagement skills, including experience in unionized or labor-partnered settings.
  • Familiarity with FAA Safety Management System (SMS) or comparable safety frameworks.
  • Experience supporting system integration or enterprise modernization programs.
  • Certification in human factors, Prosci, organizational change management, or related discipline

#LinkedInRemote
About Us
Perks of working at NetImpact Strategies
  • Your health comes first - we offer comprehensive medical, dental, & vision insurance that starts the first of the month after you join the team
  • Invest in your future - 401(k) Plan - Immediately vested employer contributions; no matching required
  • Work hard, play hard - we offer a generous Paid Time Off (PTO) policy, one (1) additional day of paid wellness leave per calendar year, and observe ten (10) federal holidays
  • Pawsitively pawesome - Pet Insurance (because our little critters are part of our families, too!)
  • Invest in your education - Tuition reimbursement, internal training programs, & company-sponsored industry certifications!
  • Be part of a dynamic and collaborative work environment recently ranked by The Washington Post as a Top Work Place in 2019, 2021,2022, 2023, & 2024!
  • Have fun and celebrate and give back - Team building activities, community volunteering, quarterly HQ days, wellness events, happy hours, family fun events, and more!

ABOUT US
NetImpact Strategies Inc. (NetImpact) has been a Trusted Advisor driving impact through digital transformation for the Federal Government for over a decade. We solve complex problems with innovation and agility to create meaningful, transformative, and enduring change. As Trusted Advisors, NetImpact professionals partner with customer agencies to deliver solutions that empower them to not only meet their missions but also realize their strategic vision through agile, outcome-focused solutions addressing both strategic and tactical requirements. We design and implement comprehensive, tailored solutions that are both mindful of the client's culture and organizational dynamics. NetImpact's core values and commitment to a customer and results-oriented delivery approach has propelled our growth and enabled us to deliver impactful value across Strategic Consulting, Process Automation, Cloud, DevSecOps, Data and Analytics, and Cyber Security for the Federal Government.
ACCESSIBILITY NOTE
NetImpact Strategies is committed to complying with all applicable provisions of the Americans with Disabilities Act, as amended ("ADA"), and applicable state and local laws. It is NetImpact's policy not to discriminate against any qualified person or applicant with regard to any terms or conditions of employment on the basis of such individual's disability. Consistent with this policy of non-discrimination, NetImpact will provide reasonable accommodations to an individual with a disability, as defined in the ADA or applicable law, who has made NetImpact aware of his/her disability, unless doing so would cause undue hardship to NetImpact. If you are an applicant and need reasonable accommodation when applying for job opportunities within NetImpact, or request reasonable accommodation to utilize NetImpact's online employment application, please contact careers@netimpactstrategies.com.

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