Somebody has to own culture at a company where nobody shares a hallway. Not manage it from the sidelines — actually own it, including the parts that are hard: the layoffs, the awkward policy questions, the moment a new hire decides whether this place is worth staying at. That's what this job is. We're paying
$199,953 a year for a Remote VP of Human Resources who can carry that weight without flinching.
Where This Role Fits
You'll sit close to the top, which means HR decisions here aren't reactive — they're part of how the business thinks. Hiring, retention, structure, workforce risk: all of it runs through you, and all of it has to hold up whether someone's logging in from Manila or Minneapolis.
This isn't a policy-writing job that happens to be remote. You're building the systems, yes, but you're also the person managers call when a conversation with an employee goes sideways.
What You'll Actually Be Doing
- Set HR strategy and tie it directly to where the business is headed
- Build engagement programs that work when nobody's in the same room
- Run global HR operations — policy, process, and the compliance underneath both
- Push DEI work that changes outcomes, not just language in a handbook
- Modernize HR systems so people spend less time fighting the tools
- Sit with executive leadership on calls about org structure and risk
- Talk senior managers through the employee situations they don't want to handle alone
- Own talent acquisition strategy — not just filling roles, filling them well
- Lead the business through restructuring when it happens
Experience This Role Requires
This isn't a stretch role. We're looking for someone who's already done the hard parts of HR leadership, more than once.
- 10+ years in HR, with real time spent at a senior or executive level
- Has actually led HR for a distributed or remote-heavy team, not just a hybrid one
- Has been in the room for a restructuring, and knows how badly that can go if it's handled poorly
- Comfortable with compliance across more than one country or region
- Trusted enough by past leadership teams to advise on people risk, not just report on it
Education
A
Bachelor's degree is required. A Master's in HR, Business Administration, or a related field helps, but it won't make up for missing the experience above.
What Makes an Application Stand Out
- Fluency with HR platforms and workforce analytics — not just familiarity
- Time spent advising leadership through a merger or a hard round of layoffs
- Working knowledge of international employment law
- SHRM-SCP, SPHR, or something comparable
- Experience building an HR function from close to scratch at a company that was still figuring itself out
What a Week Might Actually Look Like
Monday could be workforce planning with the leadership team. By Wednesday, you might be on a call talking a manager off the ledge after a rough conversation with a direct report. Naukri Mitra tends to see the strongest VP-level HR candidates be the ones who don't seem thrown by that whiplash — strategy in the morning, something deeply human by the afternoon.
Who You'll Be Talking to Regularly
- Executive leadership, where you're expected to have a real seat, not just a report
- Managers across every department, on hiring calls, coaching, and the occasional crisis
- Employees at every stage — the first week, the fifth year, everything in between
Pay and What Comes With It
- Full remote flexibility — work where you actually think clearly
- A culture that cares about what got done, not how many hours it took
- Real budget and support for your own professional growth
- A leadership team that treats HR as strategy, not overhead
How You'll Know It's Working
Retention numbers that don't spike every quarter. Managers who loop you in before a problem, not after. A new hire who tells a friend the onboarding actually felt human. None of that shows up on a scoreboard, but you'll know it when you see it — and so will the leadership team you report to.
Who Tends to Fit Here
- Willing to make an unpopular call and stand behind it afterward
- Can explain a messy policy in plain terms without losing the substance
- Doesn't rattle easily when the org chart is changing under them
- Cares about people without forgetting this is still a business
Apply
Send your resume and a short note on a time you led people through real change — what happened, and what you did about it. Skip the formal cover letter. We'd rather hear how you think.
Open to remote applicants in the USA, India, and other eligible regions.
