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.
This is a key role on the People team focused on a Senior Total Rewards Partner, focused on shaping Remote’s global Total Rewards approach. You will be a strategic leader and trusted advisor, partnering closely with business leaders, People Partners, and cross-functional teams to drive fair and competitive rewards decisions, and guide complex Total Rewards challenges.
Requirements- Extensive experience in total rewards roles with a strong focus on strategy, business partnering, and thought leadership within a global environment.
- Proven ability to influence and advise senior leaders and cross-functional teams on complex rewards issues.
- Deep knowledge of total rewards philosophies and practices across different business environments and cultures, with strong understanding of job architecture, pay equity, and geo-tiering principles.
- Strong communication skills with the ability to distill complex Total Rewards concepts for diverse audiences.
- Experience working in fast-growing, global, and remote-friendly organisations preferred.
- Collaborative mindset with excellent interpersonal skills and high emotional intelligence.
Strategic Partnership & Thought Leadership
- Serve as a trusted advisor to business leaders and People Partners on Total Rewards strategy, translating business priorities into impactful rewards solutions.
- Lead the development and communication of Total Rewards frameworks, philosophies, and principles to foster clarity, consistency, and alignment across the organisation.
- Provide expert guidance on compensation philosophy, pay equity, job architecture, and geo-tiering strategies to enable informed decision-making.
Business Influence & Collaboration
- Partner with Senior People Partners and other stakeholders to embed Total Rewards strategy into critical talent programs
- Influence cross-functional initiatives by bringing a Total Rewards perspective to product, finance, legal, and leadership conversations.
- Drive education and enablement efforts to build organisational understanding and confidence in Total Rewards principles and programs.
Governance & Risk Management
- Collaborate with the wider team to ensure policies, compliance, and governance frameworks support fair, equitable, and legally compliant Total Rewards practices globally.
- Proactively identify and mitigate risks related to Total Rewards programs, recommending adjustments to reflect evolving business and market conditions.
Leadership & Team Contribution
- Mentor more junior team members and the broader People team members to strengthen strategic business partnering and rewards expertise across the organisation.
- Support the Director on strategic initiatives and represent the Total Rewards function in leadership forums as needed.
- Stay current on market trends, regulatory changes, and innovative Total Rewards practices to continually elevate Remote’s rewards strategy.
- Interview with recruiter
- Interview with future manager
- Interview with team members (no managers present)
- Interview with Chief People Officer
- 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.
- 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
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.
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