ZipRecruiter

Log In

2

Remote Vp People & Culture Jobs (NOW HIRING)

Mix Talent

Vice President, People Experience

We recognize the power of our clients' company culture, and we specialize in identifying ... The Opportunity The Vice President of People Experience is Mix's senior Human Resources executive ...

Selr LLC

VP Sales

New York, NY · Remote

$260K - $400K/yr

The Role Our client is hiring a remote VP of Sales to own revenue strategy and execution end to end. This leader will be responsible for building a predictable, scalable sales engine while personally ...

Selr LLC

VP Sales

$250K - $400K/yr

VP of Sales Location: Remote Compensation: $250,000 base salary, 4500,000 OTE Industry: B2B SaaS ... HRtech Employment Type: Full-time Our client is an innovative and rapidly scaling HR technology ...

Mondo

Strategist (VP/SVP)

Manhattan, NY · Remote

$100 - $110/hr

Remote (US Based) Start Date Is: ASAP Duration: 3 Month Contract Compensation Range: $100-110/hr W2 ... Conduct and synthesize consumer, cultural, competitive, and media landscape research * Develop ...

Mondo

VP, Strategist

Manhattan, NY · Remote

$80 - $100/hr

Remote (EST hours) Start Date Is: ASAP Duration: 1-Month Contract (40 hours/week) Compensation ... Partner closely with Social Strategy teams to leverage cultural and social insights. * Collaborate ...

next page

Showing results 1-20

All Jobsremote JobsBusiness JobsHuman Resources JobsHuman Resources Professional JobsRemote Vp People & Culture Jobs

Remote Vp People Culture information

What is a remote VP People & Culture?

A Remote VP People & Culture is a senior executive who leads an organization's human resources and culture initiatives while working remotely. They are responsible for developing talent strategies, fostering a positive company culture, overseeing HR operations, and ensuring that workplace policies support both business goals and employee well-being. This role often involves collaborating with leadership teams, managing remote or distributed teams, and driving diversity, equity, and inclusion efforts across the organization. By working remotely, they leverage digital tools to maintain engagement and alignment among employees regardless of location.

How does a remote VP of People & Culture effectively foster company culture and employee engagement across distributed teams?

As a Remote VP of People & Culture, one of the key challenges is maintaining a cohesive company culture and high employee engagement when teams are geographically dispersed. This typically involves implementing robust communication strategies, leading virtual team-building initiatives, and ensuring that core values are consistently integrated into remote work practices. Regular check-ins, transparent leadership, and creative recognition programs are essential for building trust and belonging. Collaboration with department heads and leveraging digital tools are also vital in promoting a unified culture and positive employee experiences across all locations.

What are the key skills and qualifications needed to thrive as a remote VP of People & Culture, and why are they important?

To thrive as a Remote VP of People & Culture, you need extensive experience in HR leadership, talent strategy, and organizational development, often supported by a relevant degree and senior HR certifications (like SHRM-SCP or SPHR). Familiarity with HRIS platforms, remote collaboration tools, and data analytics systems is typically required. Exceptional communication, emotional intelligence, and change management skills help leaders effectively shape company culture and engage remote teams. These abilities ensure the organization attracts, develops, and retains top talent while fostering a positive and inclusive work environment across distributed teams.

What is the difference between Remote Vp People & Culture vs Remote HR Director?

AspectRemote Vp People & CultureRemote HR Director
ResponsibilitiesStrategic leadership in talent acquisition, culture development, employee engagement, and organizational growthOversees HR operations, compliance, employee relations, and policy implementation
Required CredentialsExperience in HR leadership, strong understanding of organizational culture, often a master's degree in HR or related fieldHR certification (e.g., SHRM-CP, SHRM-SCP), relevant experience in HR management
Work EnvironmentExecutive-level, strategic focus, often involved in company-wide initiativesOperational focus, managing HR teams and day-to-day HR functions

The Remote Vp People & Culture typically holds a strategic, leadership role focused on shaping company culture and long-term talent strategies, while the Remote HR Director manages daily HR operations and ensures compliance. Both roles require HR expertise and often collaborate but differ mainly in scope and strategic vs. operational focus.

More about Remote Vp People Culture jobs

What cities are hiring for Remote Vp People & Culture jobs?

Cities with the most Remote Vp People & Culture job openings:

What are the most commonly searched types of Vp People & Culture jobs?

The most popular types of Vp People & Culture jobs are:

What job categories do people searching Remote Vp People & Culture jobs look for?

The top searched job categories for Remote Vp People & Culture jobs are:

Remote Vp People Culture jobs near you
Infographic showing various Remote Vp People & Culture job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 76% Full Time, 21% Part Time, and 2% Contract. Highlights an 90% Physical, 2% Hybrid, and 8% Remote job distribution.

Vice President, People & Culture

C3 Industries

Ann Arbor, MI • On-site, Remote

Full-time

PTO

Re-posted 24 days ago

Key responsibilities

  • Lead and evolve the enterprise Human Resources function to support multi-state retail, cultivation, facilities, and corporate operations.

  • Oversee workforce planning, labor cost forecasting, and build talent acquisition pipelines to align staffing with business needs.

  • Manage HRIS strategy, benefits negotiations, compliance, and labor relations to ensure operational efficiency and legal adherence.

C3 Industries rating

5.8

Company rating: 5.8 out of 10

Based on 6 frontline employees who took The Breakroom Quiz

24th of 33 rated cannabis dispensaries

Job description

JOB SUMMARY:
The Vice President, People & Culture is responsible for leading and evolving the enterprise Human Resources function in support of C3 Industries' multi-state retail, cultivation/facilities, and corporate operations. This role serves as a strategic business partner to executive leadership and is accountable for workforce planning, HRIS and data governance, benefits strategy and cost management, labor relations, ESOP administration (if applicable), talent acquisition, compliance, compensation strategy, and organizational development. The Vice President will elevate administrative discipline, financial alignment, and operational rigor across the HR function while maintaining strong partnership across the business.
JOB DUTIES:
Core duties and responsibilities include the following. Other duties may be assigned.
  • Monitor, analyze, and update C3 Industries' strategies and policies in response to evolving labor market trends - both within the cannabis sector and across broader industries - including areas such as remote work, hybrid work models, compensation, benefits, PTO, and AI in the workplace.
  • Enhance HR process efficiency by driving standardization, automation, and clearly defined service-level expectations.
  • Lead and continuously enhance the enterprise Human Resources operating model across retail, facilities, and corporate teams to ensure consistent, scalable, and high quality execution.
  • Lead workforce planning and labor cost forecasting to align staffing plans with financial targets and operating needs.
  • Build and maintain executive level workforce dashboards (turnover, hiring velocity, labor costs, engagement, compliance risk).
  • Oversee HRIS strategy, system automation, reporting integrity, and data governance.
  • Negotiate and manage company wide benefits strategy, broker carrier relationships, and cost modeling.
  • Provide strategic leadership in union engagement and collective bargaining to support stable operations and compliant outcomes.
  • Ensure multi-state compliance, audit readiness, and consistent policy enforcement.
  • Design and govern compensation strategies including pay structures and market benchmarking, aligned to business needs and negotiated agreements.
  • Build structured talent acquisition pipelines and succession planning across all functions.
  • Managed Human Resources budget and align HR initiatives with enterprise financial performance.
  • Build and coach a high-performing HR leadership team with clear roles, accountability, and development plans.
  • Champion culture and organizational effectiveness through leader communication, manager capability, and consistent employee experience across sites.

SUPERVISORY RESPONSIBILITIES:
Directly oversees the HRIS Director, Director of Field HR, and Director of Talent Acquisition, while managing key external HR vendor relationships. Responsible for building and maintaining a high-performing, well-structured HR team.
JOB REQUIREMENTS:
  • Bachelor's degree in HR, Business, or related field; advanced degree or certification preferred.
  • PHR, SPHR or other HR certification, strongly preferred.
  • 10+ years of progressive HR experience with 5+ years in senior leadership.
  • Experience in multi-state and multi-unit, highly regulated environments preferred.
  • Demonstrated experience with union negotiations and labor strategy.
  • Experience managing benefits negotiations and cost governance.
  • Strong financial acumen with ability to align HR strategy to EBITDA and operational goals.
  • Deep knowledge of employment law and compliance best practices.
  • Strong executive presence with ability to partner effectively at both Vice President and C suite levels.
  • Strong (and current) knowledge of all laws and regulations pertaining to employment & labor laws.
  • Strong results- orientation and commitment to quality, performance and deliverables.
  • Working knowledge of HRIS systems and comfortable learning new systems.
  • Effective multi-tasker with demonstrated ability to prioritize.
  • Demonstrate strong oral and written communication skills; ability to correspond in a professional, businesslike manner.
  • This role requires the ability to travel as needed and pass applicable background check requirements.

What C3 Industries employees say

Hours and flexibility

Workplace

Get the full story on Breakroom

Apply