About Remote
Remote is solving modern organizations’ biggest challenge – navigating global employment compliantly with ease. We make it possible for businesses of all sizes to recruit, pay, and manage international teams. With our core values at heart and future focused work culture, our team works tirelessly on ambitious problems, asynchronously, around the world. You can find Remoters working from 6 different continents (Antarctica left to go!) and all of our positions are fully remote.
We encourage every member of the Remote team to bring their talents, experiences and culture to the table to help us build the best-in-class HR platform.
If you are energetic, curious, motivated and ambitious, be part of our world. Apply now and define the future of work!
What this job can offer you
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The Senior Manager, Talent Management, will be the architect of Remote’s global talent strategy and will be responsible for building from the ground up, a holistic and innovative strategy across Learning & Development (L&D) and Employee Experience (EX) to drive high performance, build future leaders, and enable internal mobility across Remote. This is a hands-on role that will involve both strategic visionary work and also practical application and facilitation.
This role currently reports to the Chief People Officer, and will lead a small, high-impact team and be a critical input into the systemic infrastructure of the entire employee journey.
What you bring
- Cross-Functional Partnership: Demonstrated success building and maintaining strong, influential partnerships with Talent Acquisition (TA) and People Business Partner (PBP) teams to drive shared talent outcomes
- Global/Remote Experience: Demonstrated success designing and implementing global, fully remote talent programs for a dispersed workforce.
- Analytical Leadership: Proven ability to use workforce analytics to frame complex organizational problems and drive data-backed decisions at the executive level.
- Domain Expertise: Deep practical knowledge of contemporary talent management practices, including succession planning, career pathing, performance calibration, and adult learning principles.
- Program Ownership: Proven ability to move beyond concept development to programmatic, end-to-end execution and measurement.
- Leadership: Experience managing and mentoring a team, by fostering a culture of high performance and continuous improvement.
Key Responsibilities
I. Talent Strategy & Leadership Development
- Future Leadership Pipeline: Shape and own the company’s approach to developing future leaders, ensuring we have strong, ready-now talent at every level.
- Performance & Succession Integration: Lead Core Talent Processes: Develop and drive company-wide talent management practices, including performance alignment, top-talent identification, succession planning, and internal mobility.
- Strengthen Leadership Capabilities: Design and guide development experiences that support leaders at all levels, ensuring they have the skills and mindset needed for the company’s growth.
- Promote Internal Career Growth: Create structures and practices that encourage employees to explore career paths, grow within the company, and expand their skills
II. Learning & Development (L&D)
- Drive a Learning Strategy: Develop a clear, scalable learning strategy that supports business goals and builds critical capabilities across the organisation for both Individual Contributors (ICs) and People Managers. Within this, design and facilitate curated Senior Leadership programs for our Directors and above
- Deliver High-Impact Learning: Oversee the creation and rollout of learning experiences for employees, managers, and senior leaders that strengthen performance and long-term growth.
- Embed Inclusive Learning Practices: Ensure learning and talent programs reflect principles of equity, inclusion, and belonging.
III. Employee Experience Infrastructure & Communication
- Programmatic Ownership: Own the programmatic end-to-end execution and success metrics for core talent programs, ensuring smooth and engaging delivery across the globe.
- Employee Journey Input: Serve as the functional owner for the L&D and Talent Management input into the broader Employee Experience infrastructure. This includes defining the Comms feel and resources associated with the employee journey touchpoints under this role's purview.
- Systematic Approach: Collaborate with other People Team sub-departments to ensure a consistent, integrated, and systematic approach to the entire employee lifecycle (e.g., onboarding, performance, growth, exit).
Practicals
- You'll report to: CPO
- Direct reports: 4 Specialists
- Team: [People] - [People Transformation]
- Location: For this position we welcome everyone to apply.
- Start date: As soon as possible
Remote Compensation Philosophy
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.
The base salary range for this full-time position is $54,950 to $154,600. 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.
Application process
- Interview with recruiter
- Interview with future manager
- Interview with team members (no managers present)
- Bar Raiser Interview
- Prior employment verification check
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
- stock options
- learning budget
- home office budget & IT equipment
- 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.
If that sounds like something you want, apply now!
How to apply
- Please fill out the form below and upload your CV with a PDF format.
- We kindly ask you to submit your application and CV in English, as this is the standardised language we use here at Remote.
- If you don’t have an up to date CV but you are still interested in talking to us, please feel free to add a copy of your LinkedIn profile instead.
Not only do we encourage folks from all ethnic groups, genders, sexuality, age, abilities, disability status and any other under-represented group to apply, but we prioritize a sense of belonging. We have 4 ERGs (Women, Disability, Queer, Minorities in Tech) who meet regularly with the People team. During your interviews and beyond, we ask & encourage anybody who needs an accommodation to request one from their recruiter.
We will ask you to voluntarily tell us your pronouns at interview stage, and you will have the option to answer our anonymous demographic questionnaire when you apply below. As an equal employment opportunity employer it’s important to us that our workforce reflects people of all backgrounds, identities, and experiences and this data will help us to stay accountable. We thank you for providing this data, if you chose to.
At Remote, we embrace AI as a valuable tool while prioritizing human creativity and authenticity. We look forward to meeting candidates who balance innovation with genuine expertise and experience. To learn more about Remote's AI guidelines check see here.
Please note we accept applications on an ongoing basis.
