Senior Specialist, Employee Relations
Job description
About Remote
With Innovation as one of the core values, we have built Automation and AI capabilities into the requirements for every role.
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.
What this job can offer you
As a critical extension of our clients’ HR teams, we navigate and advise on the intricate paths of global employment with unmatched speed, expertise, and precision. The vision of the Lifecycle team at Remote is not just about maintaining the gold standard in HR practices; it’s about elevating it, integrating cutting-edge technology solutions, and enriching customer experiences in over 80+ countries. On this team, your work directly influences our ability to sustain and extend our compliance coverage, continuously enhance our customer journeys, and significantly increase our operational capacity. You’re not just part of a team; you’re at the forefront of shaping the future of work, ensuring every interaction is fast, intuitive, and profoundly impactful. Dive into a role where your passion for innovation, commitment to excellence, and drive to make a global difference aligns with our mission to empower organizations worldwide to employ anyone, anywhere — compliantly.
The Senior Lifecycle Specialist, Employee Relations & Transitions independently manages all employee exits for Remote's external employees with a focus on legal compliance, excellent quality and providing delightful customer service. Additionally, the specialist provides first-level Employee Relations support, guiding clients through workplace concerns and coordinating appropriate resources.
As part of a larger employee Lifecycle team, the Senior Specialist is also expected to drive process improvements and initiatives in line with Remote's strategic goals and values.
What you bring
- Extensive experience as an HR Advisor or HR Business Partner, with generalist HR competencies and exposure across the employee lifecycle.
- Tertiary qualifications in HR, labour relations or paralegal studies considered a plus.
- Proven experience independently managing voluntary and involuntary exits with care, sensitivity and legal compliance, and providing comprehensive HR advice across employment laws and regulations in EMEA, APAC and AMER.
- Strong understanding of employee relations principles, progressive discipline approaches and workplace investigation fundamentals.
- Demonstrated ability to partner effectively with multiple stakeholders including Legal, Payroll and Time and Attendance teams.
- Ability to interpret and apply industrial instruments, analyze complex HR issues, undertake research, translate findings into usable resources, and communicate practical solutions when operating in ambiguous environments
- Superior communication, influencing, conflict management and negotiation skills, with the ability to independently lead difficult conversations to positive outcomes while maintaining professionalism and confidentiality.
- Business level proficiency in written and spoken English, with additional languages considered a plus.
- Appetite to innovate and optimize processes, continually identifying opportunities for automation and championing best practice.
- Strong operational efficiency, with an understanding of the importance of thorough record keeping and data integrity.
- Tech savvy, with proficiency in Notion, Slack, GSuite and Zendesk, and the ability to collaborate asynchronously and adapt to evolving systems.
- Ability to work autonomously and cohesively in a fast paced, asynchronous, remote and international environment while balancing multiple priorities. Willingness to work flexible hours as needed.
- Proactive and self motivated with a strong sense of ownership and accountability, and the ability to inspire others.
- Demonstrates strong automation and AI capabilities and AI fluency.
Key Responsibilities
- Manage and resolve complex end-to-end employee exits with minimal supervision across multiple international jurisdictions, prioritizing a superior offboarding experience for Remote's clients and employees.
- Provide sound and trusted guidance with an elevated level of knowledge on key jurisdictions, 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.
- Independently 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, successfully navigating and directing multiple stakeholders with competing interests through a complicated, involved and sometimes lengthy process.
- 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, among other verticals, to ensure all aspects of the employee exit are administered correctly and promptly.
- Act as the first point of informal escalation as a trusted colleague with good judgment, by way of providing expertise, mentoring and guidance to more junior team members.
- Provide comprehensive guidance on Remote's Employee Relations resources, helping clients navigate complex workplace scenarios.
- Conduct thorough preliminary assessments of workplace concerns, identifying key facts, applicable local regulations, and potential paths forward.
- Serve as a trusted resource for internal and external stakeholders on employee relations matters, ensuring appropriate handling of complex cases.
- Guide clients in understanding progressive disciplinary approaches, documentation requirements, and best practices for handling difficult situations.
- Track and monitor ongoing employee relations cases, ensuring timely follow-up and appropriate coordination with relevant stakeholders.
- Be the subject-matter expert and proactively resolve internal and external queries on all offboarding and first-level employee relations matters in conjunction with Lifecycle's internal stakeholders.
- Actively identify opportunities, advocate for and drive process improvements, automation, product development and overall customer and employee experience through the offboarding and employee relations processes.
- Determine methods, procedures and standards on new assignments. Exercise judgment in selecting methods, evaluating, adapting complex techniques and evaluation criteria for obtaining results taking into account wider Lifecycle and Remote needs.
Practicals
- You'll report to: Manager Employee Lifecycle, Employee Relations & Transitions
- Team: Lifecycle, Employee Relations & Transitions
- Location: EMEA
- Start date: As soon as possible
Application process
- Interview with recruiter
- Technical assessment
- Same day:
- Interview with future manager
- Interview with team member and Legal team member - Same day:
- Interview with Senior Manager
- Bar Raiser Interview - Prior employment verification check
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.
Benefits
- 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.