Onboarding Operations Lead
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
Step into the exciting role of Onboarding and Mobility Operations Lead, a position that offers a dynamic blend of HR operational and technical responsibilities. In this role, you’ll actively contribute to improving the onboarding and mobility team’s performance within the EOR Operations vertical through strong HR operational understanding, systems-enabled delivery, and technology-enabled process improvement.
This role focuses on operational leadership, systems optimisation, and scalability across onboarding and mobility processes, while specialist immigration and relocation case ownership remains within the Mobility team. Your involvement will drive initiatives that strengthen HR operational excellence and continuous improvement across workflows, tools, and ways of working.
We are looking for an ideal candidate with a proven track record of effectively supporting global leadership teams across both large organisations and high-growth environments.
In your capacity as Onboarding and Mobility Operations Lead, you will work closely with your manager while supporting the global onboarding leadership group (managers and experts) as a primary point of contact for operational needs. This includes collaborating with onboarding and mobility stakeholders to design and execute strategies that foster innovation, improve efficiency, and enhance organisational effectiveness. You will also partner with cross-functional teams as required to deliver system, workflow, and automation improvements that support onboarding and mobility operations.
Join us as a genuine partner and lead, helping to shape, expand, and refine Remote’s onboarding and mobility operations and organisational culture as we continue to scale.
What you bring
- 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.
- Demonstrates strong automation and AI capabilities and AI fluency.
Key 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
- You'll report to: Senior Manager, Onboarding Operations
- Team: EOR Operations – Onboarding Operations
- Location: Global
- Start date: As soon as possible
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.
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.