Remote - Onboarding Operations Lead
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Requirements
• Demonstrated capability to operate independently within operations, delivering work that spans beyond individual tasks and contributes to team-level outcomes in a global environment. • A manager of one who operates with strong ownership and autonomy, able to identify what needs to be done, set direction, and deliver outcomes independently in a fast-moving environment. • Strong operational expertise across a wide range of global countries and regions. • An analytical mindset with excellent problem-solving abilities. • Ability to adapt to a fast-paced, international environment while working autonomously and making a meaningful impact. • Comfortable moving from “scout to scale”, taking initiatives from early exploration through to sustainable delivery. • Strong capability and focus on SLAs, operational metrics, and performance outcomes. • Demonstrated aptitude and appetite for innovating and optimising processes, including delivering automation and systems improvements. • Strong, demonstrable technical expertise in HR and operations systems, with a technological mindset and hands-on exposure to workflow automation, system configuration, and integrations. • Experience supporting cross-functional HR lifecycle operations (e.g. onboarding, mobility, transitions) in a global environment. • Experience translating operational requirements into system or automation enhancements in partnership with Product, Engineering, or IT teams. • Proven ability to manage and deliver projects assigned by a manager, from initiation through execution. • Excellent communication, influencing, conflict management, and negotiation skills, with the ability to lead complex conversations independently and constructively. • A strong understanding of asynchronous work and a demonstrated history of working effectively in distributed teams. • High level of proficiency in English, both written and spoken.
Responsibilities
• Investigate and help resolve complex operational challenges faced by onboarding and mobility specialists across global operations, working with minimal supervision. • Take a forward-thinking and highly engaged approach to partnering with clients, employees, and internal stakeholders to ensure operational issues are resolved effectively and sustainably. • Collaborate closely with your manager to deliver internal projects spanning operational improvement, system optimisation, workflow automation, and post-implementation measurement. • Observe onboarding and mobility workflows and provide structured recommendations to Product and Engineering teams on system enhancements, automation opportunities, and tooling improvements that benefit both internal teams and external users. • Provide support to onboarding specialists during escalations and contribute to post-incident analysis, documentation, and recommendations. • Act as the initial escalation point for operational issues raised by cross-functional partners, ensuring timely resolution within SLA timeframes and identifying opportunities for longer-term operational or system improvements. • Partner with your manager to design and implement initiatives across onboarding operations, including improvements to HR processes, SOPs, metrics, workflows, and supporting systems. • Serve as the formal first-line escalation owner for operational concerns, identifying root causes through review of available information, facilitating collaboration across teams, and providing sound judgement, mentorship, and direction. • Analyse, design, and execute technical and automation improvements within onboarding and mobility-adjacent systems to improve efficiency, accuracy, and scalability. • Contribute to the ongoing refinement and maturity of operational processes managed globally by the onboarding and mobility team. • Practicals • Practicals • You'll report to: Senior Manager, Onboarding Operations • You'll report to: • Team: EOR Operations – Onboarding Operations • Team: • Location: Global • Location • Start date: As soon as possible • Start date: • Application process • Application process • Interview with recruiter • Interview with future manager • Interview with team members • Interview with Hiring Manager • Interview with Director • Remote's Total Rewards philosophy is to ensure fair, unbiased compensation and fair equity pay along with competitive benefits in all locations in which we operate. We do not agree to or encourage cheap-labor practices and therefore we ensure to pay above in-location rates. We hope to inspire other companies to support global talent-hiring and bring local wealth to developing countries. • At first glance our salary bands seem quite wide - here is some context. At Remote we have international operations and a globally distributed workforce. We use geo ranges to consider geographic pay differentials as part of our global compensation strategy to remain competitive in various markets while we hiring globally.Our salary ranges are determined by role, level and location, and our job titles may span more than one career level. The actual base pay for the successful candidate in this role is dependent upon many factors such as location, transferable or job-related skills, work experience, relevant training, business needs, and market demands. The base salary range may be subject to change.At Remote, we foster internal mobility as a key element of our culture of employee growth and development, supported by a compensation philosophy that guarantees pay equity and fairness. Therefore, all compensation changes associated with an internal move will be reviewed by the Total Rewards & People Enablement team on a case by case basis. • The annual salary range for this full-time position is • $35,250 - $89,250 USD
Benefits
• Our full benefits & perks are explained in our handbook at remote.com/r/benefits. As a global company, each country works differently, but some benefits/perks are for all Remoters: • work from anywhere • flexible paid time off • flexible working hours (we are async) • 16 weeks paid parental leave • mental health support services • learning budget • budget for local in-person social events or co-working spaces • How you’ll plan your day (and life) • We work async at Remote which means you can plan your schedule around your life (and not around meetings). Read more at remote.com/async. • You will be empowered to take ownership and be proactive. When in doubt you will default to action instead of waiting. Your life-work balance is important and you will be encouraged to put yourself and your family first, and fit work around your needs. • life-work balance • If that sounds like something you want, apply now!
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