Human Resources

• 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.

HR Manager – Lifecycle Time & Attendance

• Manages a team for more than one HR functions and/or responsible for developing several new HR projects or initiatives.
• Ensures correct and timely implementation of HR strategies and policies.
• Guarantees compliance with all legal requirements in terms of Labor law, Taxation, and Social Security.
• Understands the short/medium term business requirements and advises the most appropriate HR solutions.
• Provides advice to managers and employees on HR policies and practices and employment legislation.
• Works closely with Corporate and line managers in the delivery of HR process and ensure the implementation of HR projects.
• Leads the change management projects and support the HR related internal and external communication.
• Responsible for the coordination and execution of one or more HR functions and/or responsible for developing new HR projects or initiatives.
• Manages Industrial Relations, when applicable.
• Identifies and implements new managerial development methodologies supported by efficient related tools, when applicable.
• Supervises application of the International Mobility policies, when applicable.
• Guarantees correctness of payroll process, when applicable.
• Responsible for Labor law and Social Security compliance, when applicable.
• Responsible for data integrity in HR systems.
• Controls HR function entity budget.

HR Manager

• Provides operational support on full spectrum of HR functions including recruitment and selection, on-boarding, compensation & benefits, payroll, performance management, learning & development, off-boarding, etc.
• Act as a business partner to the assigned functions
• Ensure all relevant HR policies, procedures, and guidelines are implemented and followed
• Drive and secure high quality and full adherence to the compensation & benefits process
• Manage human resources development programs including skills training, internship programs, and industrial attachment programs
• Facilitate discussion at quarterly talent reviews and succession planning sessions
• Responsible for the recruitment of the assigned department

Manager, P&O, HRBP

• Be a trusted advisor on organizational development, workforce planning, talent management, and employee engagement.
• Provide coaching and guidance to managers on team performance and people-related matters, including performance, development and change.
• Support executive leadership discussions with HR insights and recommendations.
• Influence regional people strategies by providing data-driven insights and partnering with leaders on org design across APAC and EMEA.
• Measure the impact of HR initiatives using defined KPIs and people analytics to improve outcomes and refine regional people strategies across APAC and EMEA.
• Lead regional talent reviews and succession planning processes, ensuring robust pipelines for critical roles.
• Support career development frameworks and internal mobility programs.
• Design and coordinate leadership development and manager capability-building programs.
• Develop, review, and implement HR policies and procedures across APAC and EMEA ensuring alignment with other offices.
• Ensure compliance with local employment legislation and HR best practices.
• Lead and oversee employee relations matters (performance, conduct, grievances).
• Collaborate side‑by‑side with the HR Business Partner based in the Americas to align global HR policies, frameworks, and initiatives, balancing global consistency with local legal and cultural requirements.

Senior HRBP – APAC, EMEA

• 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.

Senior Lifecycle Specialist, Employee Relations and Transitions

• Act as a single point of the contact for the employees and managers in the business unit.
• Manage complex and difficult HR Projects cross-functionally.
• Actively identify gaps, propose and implement changes necessary to cover risks.
• Build a strong business relationship with the internal client and facilitate the management team to bring best solutions for employees.
• Act as the performance improvement driver and provoke positive changes in people management.
• Design and maintain organization vitality charts as the performance of the business unit improves.
• Ensure compliance to company’s policies and procedures as well as local labour law.
• Help the organization's members understand what the change means to them and provide ongoing guidance and support that will maintain enthusiasm and commitment to the change process.
• Perform any other duties and responsibilities that may be assigned by management within your category of employment and for the effective implementation, maintenance, and continual improvement of TDCX's Quality Management System.

Senior HRBP Expert

• Partnering with your function to offer solutions and ensure HR policies are in line with business goals
• Provide strategic expertise relating to Organization development, global Compensation & Benefits Performance and Talent Development for the effective growth of rapidly expanding function
• Provide performance management guidance to line management (e.g., coaching, counselling, career development, disciplinary actions)
• Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention
• Manage and resolve complex employee relations issues. Conducting effective, thorough and objective investigations
• Identify training needs for business units and individual executive coaching needs
• Consult and offer advice and drive improvements within your partnered teams
• Provides guidance and input on department structure, workforce planning and succession planning for a rapidly growing team

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