Remote

Manager

• Guide, coach, and develop direct reports to build a high-performing T&A team.
• Foster a positive team culture across international borders in a remote, asynchronous environment that encourages excellence and innovation.
• Lead performance management by overseeing bi-annual evaluations and aligning individual and team goals with business objectives in our high-performance culture.
• Drive recruitment, training, mentoring, and supervision of the regional team to support their professional growth.
• Serve as a subject matter expert and the final escalation point on all high-risk Time & Attendance related topics, including complex wage-hour disputes, policy interpretation, and potential disciplinary matters related to timekeeping compliance.
• Partner across domains—including Operations, Product, Engineering, Legal, and Employee Relations (ER)—to enhance T&A processes, workflows, and standard operating procedures (SOPs).
• Improve & optimize the Lifecycle T&A team's processes, existing workflows and tools, including identifying opportunities for automation to improve quality, efficiency and drive scale.
• Ensure efficient, compliant delivery of Time & Attendance services while meeting KPIs and SLAs.
• Safely manage and maintain employee data and confidential information, and advise on best practices to handle sensitive T&A records and investigations with discretion.
• Resolve escalated T&A issues through detailed analysis, including advising on or conducting internal investigations into serious attendance or timekeeping discrepancies, and implementing improvements that drive compliance and business growth.
• Champion the responsible adoption of AI-assisted tools within the T&A team — identifying opportunities, running pilots, establishing guardrails, and scaling what works. Ensure team members are equipped and confident to use AI tools within Remote's data handling and compliance guidelines.

Manager, Lifecycle Time & Attendance – APAC

• People & Team Leadership: Guide, coach, and develop direct reports to build a high-performing T&A team.
• Culture: Foster a positive team culture across international borders in a remote, asynchronous environment that encourages excellence and innovation.
• Performance Management: Lead performance management by overseeing bi-annual evaluations and aligning individual and team goals with business objectives in our high-performance culture.
• Team Growth: Drive recruitment, training, mentoring, and supervision of the regional team to support their professional growth.
• Complex Case Resolution (ER Scope): Serve as a subject matter expert and the final escalation point on all high-risk Time & Attendance related topics, including complex wage-hour disputes, policy interpretation, and potential disciplinary matters related to timekeeping compliance.
• Cross-Functional Partnership: Partner across domains—including Operations, Product, Engineering, Legal, and Employee Relations (ER)—to enhance T&A processes, workflows, and standard operating procedures (SOPs).
• Process Optimization: Improve & optimize the Lifecycle T&A team's processes, existing workflows and tools, including identifying opportunities for automation to improve quality, efficiency and drive scale.
• Service Delivery: Ensure efficient, compliant delivery of Time & Attendance services while meeting KPIs and SLAs.
• Risk Mitigation: Safely manage and maintain employee data and confidential information, and advise on best practices to handle sensitive T&A records and investigations with discretion.
• Strategic Resolution: Resolve escalated T&A issues through detailed analysis, including advising on or conducting internal investigations into serious attendance or timekeeping discrepancies, and implementing improvements that drive compliance and business growth.
• AI Enablement: Champion the responsible adoption of AI-assisted tools within the T&A team — identifying opportunities, running pilots, establishing guardrails, and scaling what works. Ensure team members are equipped and confident to use AI tools within Remote's data handling and compliance guidelines.

• own the planning, implementation, and service delivery for the Lifecycle Time & Attendance team.
• navigate and advise on the intricate paths of global employment with unmatched speed, expertise, and precision.
• influence the ability to sustain and extend compliance coverage, continuously enhance customer journeys, and significantly increase operational capacity.
• guide, coach, and develop direct reports to build a high-performing T&A team.
• foster a positive team culture across international borders in a remote, asynchronous environment that encourages excellence and innovation.
• lead performance management by overseeing bi-annual evaluations and aligning individual and team goals with business objectives.
• drive recruitment, training, mentoring, and supervision of the regional team to support their professional growth.
• serve as a subject matter expert and the final escalation point on all high-risk Time & Attendance related topics.
• partner across domains—including Operations, Product, Engineering, Legal, and Employee Relations—to enhance T&A processes, workflows, and standard operating procedures (SOPs).
• improve & optimize the Lifecycle T&A team's processes, existing workflows and tools, including identifying opportunities for automation.
• ensure efficient, compliant delivery of Time & Attendance services while meeting KPIs and SLAs.
• advise on best practices to handle sensitive T&A records and investigations with discretion.
• resolve escalated T&A issues through detailed analysis, including advising on or conducting internal investigations into serious attendance or timekeeping discrepancies.
• champion the responsible adoption of AI-assisted tools within the T&A team.

Engineer

• Partner with customers to understand operational challenges, constraints, and success criteria; run structured technical discovery and define the “definition of done”
• Translate open-ended problems into clear technical designs and implementation plans (architecture, data flows, integration surfaces, security considerations, rollout strategy)
• Build AI-enabled solutions that integrate with customer systems and Remote’s platform (e.g., data pipelines, workflow automations, tool integrations, agentic services) and perform real tasks end-to-end
• Own deployments including reliability, performance, observability, incident response, and continuous improvement
• Develop evaluation and measurement for AI behavior: success metrics, test harnesses, golden datasets, regression suites, and guardrails (quality, safety, privacy)
• Work with real data to validate outputs, quantify impact, and iterate quickly based on evidence
• Collaborate cross-functionally with Product and Engineering to ship high-quality solutions and to upstream reusable components
• Create leverage by turning one-off solutions into repeatable playbooks, reference architectures, templates, and internal tooling
• Be the voice of the field: bring back concrete customer needs, edge cases, and constraints that should shape product strategy

Senior Forward Deployed Engineer – Build

Revenue Operations

• Explicit Strategic Business Partnering: Serve as a dedicated strategic business partner to one or more GTM leaders, helping identify opportunities, solve business challenges, and drive execution against strategic priorities.
• Commercialization: Partner with Product, PMM, Pricing, and Enablement teams to assess commercial readiness and support the successful commercialization of new products, capabilities, and strategic initiatives.
• Revenue Performance & Opportunity Analysis: Analyze revenue performance and customer behavior to identify opportunities for growth, efficiency, and improved commercial outcomes.
• Identify and frame high-impact business problems related to revenue growth using a mix of data analysis, market insights, and stakeholder input
• Conduct structured quantitative and qualitative analysis to uncover opportunities and assess trade-offs
• Synthesize complex findings into clear, actionable strategies and communicate them to C-level audiences
• Influence senior stakeholders to gain buy-in for strategic recommendations and drive execution across the organisation
• Lead cross-functional strategic initiatives end-to-end, from problem definition to alignment, execution, and performance measurement
• Build trusted relationships with cross-functional leaders and executives to proactively surface and shape high-priority initiatives
• Act as a generalist thought partner to revenue leaders, helping them solve complex business challenges

Revenue Strategy – Biz Ops Lead

• Shape Remote’s most critical revenue growth decisions by operating at the intersection of strategy, analytics, and execution.
• Lead high-impact, data-driven initiatives that influence executive-level priorities and overall business direction.
• Gain exposure to C-level decision-making, take end-to-end ownership of strategic initiatives, and see your recommendations drive measurable business outcomes in a fast-paced, global environment.
• Act as a generalist thought partner to revenue leaders, helping them solve complex business challenges.
• Partner with Product, PMM, Pricing, and Enablement teams to evaluate commercial readiness and support the successful commercialization of new products, capabilities, and strategic initiatives.

Revenue Strategy & Business Operations Lead

Full-stack Engineer

• Managing a small product team of 3-5 engineers (backend and frontend).
• 30% of the time spent doing management work. Outside of that actively participates in product development in their team.
• Being involved in hiring processes for their own team and potentially help out their peers.
• In addition to being involved in hiring, also being responsible for the onboarding process of new engineers.
• By being the spokesperson for everyone in their team they are expected to manage the team dynamics and bring out the best in them.
• Giving continuous and constructive feedback on all the things.
• Helping the team to grow continuously as a group and is responsible for each direct report’s career.
• Providing guidance and coaching to the team.
• Redesign how engineering work ships with autonomous agents as the default execution layer.
• Propose and operationalize agentic workflows end-to-end (spec → plan → execute → verify) to deliver outcomes faster.
• Build reusable agentic workflows and primitives in the codebase so teams can apply them repeatedly across domains.
• Use verification loops (tests, checks, evals, guardrails) to ensure results are correct, secure, reliable, and scalable.

Engineering Team Leader

• Managing a small product team of 3-5 engineers (backend and frontend).
• 30% of the time spent doing management work. Outside of that actively participates in product development in the their team.
• Being involved in hiring processes for their own team and potentially help out their peers.
• In addition to being involved in hiring, also being responsible for the onboarding process of new engineers.
• By being the spokesperson for everyone in their team they are expected to manage the team dynamics and bring out the best in them.
• Giving continuous and constructive feedback on all the things.
• Helping the team to grow continuously as a group and is responsible for each direct report’s career.
• Providing guidance and coaching to the team.
• Redesign how engineering work ships with autonomous agents as the default execution layer.
• Propose and operationalize agentic workflows end-to-end (spec → plan → execute → verify) to deliver outcomes faster.
• Build reusable agentic workflows and primitives in the codebase so teams can apply them repeatedly across domains.
• Use verification loops (tests, checks, evals, guardrails) to ensure results are correct, secure, reliable, and scalable.

People Operations

• Act as a trusted strategic partner to senior leaders across your client groups - from org design and headcount decisions to talent strategy and leadership effectiveness
• Own and resolve complex employee relations cases with confidence, care, and commercial awareness. Guide and coach Associate/People Business Partners as needed.
• Lead talent strategy execution within your client groups - performance calibration, succession planning, high-potential and manager development, and internal mobility
• Serve as an escalation point on complex People Partner and employee relations issues. Act as a bridge for Legal.
• Use people data and talent insights to identify trends, inform strategy, and drive proactive interventions
• Embrace and leverage AI tools - we're building the next generation of talent infrastructure at Remote, and we expect our PBPs to be curious, experimental, and comfortable working alongside AI-driven tools
• Partner with People Programs - contribute to the design of frameworks, toolkits, and programmes and drive their application within your client groups
• Drive People team initiatives - take ownership of high-value cross-functional projects that shape the Remote people experience; 70-80% of your time is dedicated to your client groups, with 20-30% assigned to priority projects
• Coach and mentor fellow People team members

Senior People Business Partner

Human Resources

• Manage and resolve end-to-end employee exits across multiple international jurisdictions, prioritizing a superior offboarding experience for Remote's clients and their employees.
• Provide sound guidance and manage clients' requests on various HR matters, including but not limited to termination, resignation and transfer procedures, employment contracts, and redundancy processes, ensuring legal compliance and best practices.
• Lead and facilitate meetings with clients and external employees, including but not limited to workforce reduction consultation meetings, administrative hearings, negotiations in separations and settlements, providing guidance on terminations, and delivering termination outcomes.
• Influence and negotiate positive outcomes in complex terminations, balancing multiple stakeholders with competing interests.
• Liaise with and coordinate various internal and external stakeholders to ensure compliance in offboarding activities and audits, including but not limited to payroll, legal counsel, government bodies, and trade unions.
• Draft, tailor and administer all termination and supplementary documents with accuracy and attention to detail, ensuring employee records are maintained with strict adherence to privacy and confidentiality regulations.
• Process offboarding on Remote's internal HRIS platform, collaborating with various internal stakeholders, such as Customer Success, Legal, Payroll, Benefits, Time and Attendance, amongst other verticals, to ensure all aspects of the employee exit are administered correctly and promptly.
• Be the subject-matter expert and respond to internal and external queries on all offboarding matters in conjunction with Lifecycle's internal stakeholders.
• Navigate clients through Remote's Employee Relations resources and guides, helping them understand applicable policies and processes.
• Conduct preliminary assessment of workplace concerns, identifying key facts and applicable local regulations.
• Coordinate with internal and external stakeholders to ensure appropriate handling of employee relations matters.
• Support clients in understanding progressive disciplinary approaches and documentation requirements.
• Monitor ongoing employee relations cases, ensuring timely follow-up and coordination with relevant stakeholders.
• Actively identify opportunities for and contribute to process improvements, automation, product development and overall customer and employee experience through the offboarding and employee relations processes.

Remote

Manager, Lifecycle Time & Attendance – APAC

Manager, Lifecycle Time & Attendance – APAC

Manager, Lifecycle Time & Attendance – APAC

Manager, Lifecycle Time & Attendance – APAC

Senior Forward Deployed Engineer – Build

Revenue Strategy – Biz Ops Lead

Revenue Strategy & Business Operations Lead

Engineering Team Leader

Engineering Team Leader

Engineering Team Leader

Engineering Team Leader

Engineering Team Leader

Senior People Business Partner

Senior Lifecycle Specialist, Employee Relations and Transitions

Senior Lifecycle Specialist, Employee Relations and Transitions