Lifecycle Operations Lead at Remotereferralboardinternaluseonly

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. 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. 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 This is an exciting time to join Remote and make a personal difference in the global employment space by joining our Employee Lifecycle team. As a critical extension of our clients’ HR teams, we navigate and advise on the intricate paths of global employment with speed, expertise, and precision. The vision of the Lifecycle team at Remote is not just about maintaining a high standard in HR practices, it is about elevating it through better workflows, smart automation, and clear customer experiences across 80+ countries. As a Lifecycle Operations Lead: Employee Relations & Transitions, you will support the Employee Relations and Transitions team on day to day operational challenges. This includes workflow design, process improvement, tooling, automations, data management, knowledge management, and the creation and maintenance of standard operating procedures. You are the point of contact for process, data, and tech operational needs across ER&T. In addition, you will help accelerate Remote’s adoption of practical, safe AI across ER&T. You will identify high impact use cases, partner with cross functional stakeholders to deliver, and help the team build AI fluency through clear guidance, playbooks, and guardrails. You will be reporting to Senior Manager, Lifecycle Operations: Employee Relations & Transitions. How this role contributes to the department’s and company’s goals • Improve customer experience and trust: Reduce turnaround time and rework across resignations, conversions, and offboarding journeys, while improving clarity of communication and outcomes. • Increase operational capacity and scalability: Standardize workflows, build automation, and reduce active handling time so the team can handle growth without compromising quality. • Strengthen compliance and risk management: Embed guardrails into processes and tooling to ensure consistent, auditable handling of sensitive employee events across countries. • Enable cross functional execution: Turn lessons learned from cases into actionable improvements with Product, Engineering, and other Lifecycle teams. • Improve visibility and decision making: Build reporting and dashboards that help leaders understand performance, drivers of backlog, and the impact of changes over time. What you bring • Strong and demonstrable experience working in a large-volume / high-complexity tech enabled operational team across diverse global regions and countries • Strong and demonstrable technical expertise in workflow and data processing systems, with a tech mindset and drive to automation • Hands on experience identifying, piloting, and scaling AI enabled workflows, including prompt based tools, knowledge retrieval, summarization, and decision support, with a strong focus on quality, privacy, and risk • Ability to define AI success metrics and evaluate outcomes, such as cycle time reduction, quality improvements, and risk reduction • A productivity champion who constantly seeks ways to improve and accelerate the team's work, with a clear bias for action and continuous operational efficiency. • Proven capability to design and implement operational workflows aimed at improving efficiency, productivity and accuracy • Strong analytical skills and advanced data analysis experience using data and BI tools with a special focus on operational metrics • Be able to go from “scout to scale” and actually start things up, successfully handling projects with little management supervision • Excellent communication, influencing, conflict management, and negotiation skills, with the ability to independently lead challenging conversations and drive positive outcomes • Writes and speaks fluent English • Experience working in a startup or high-growth environment is highly desirable • It's not required to have experience working remotely, but considered a plus Key Responsibilities Process and workflow design • Design and update complex process maps, workflows, and standard operating procedures for Employee Relations and Transitions. • Proactively identify automation and process improvement opportunities, working closely with ER&T leadership, Lifecycle peers, and Product. • Identify and prioritize AI opportunities across ER&T, then run discovery, testing, and rollout plans to move from pilot to scaled adoption. • Support ER&T on new country expansions by mapping key lifecycle events, dependencies, and handoffs across internal and external stakeholders. • Drive continuous improvement through a structured lessons learned practice, translating recurring case patterns into process and tooling changes. Tooling • Act as the ER&T point of contact for Lifecycle initiatives impacting the tool stack, ensuring ER&T needs are represented and changes are rolled out smoothly. • Actively support the ER&T team with tool debugging, integration, automation, and optimization. • Manage ER&T technical and automation requirements across the tool stack, including Zendesk, Kissflow, Docusign, Google Workspace, and other tools used to deliver ER&T operations. • Coordinate with Product and Engineering to translate ER&T operational needs into automation requests and product improvements. • Partner with Security, Legal, IT, and AI stakeholders to ensure AI usage follows Remote’s guardrails, including data classification, access controls, and auditability for sensitive employee data. Data management, analysis and reporting • Support Product and Engineering partners on large scale data projects, including audits, bulk updates, and workflow changes. • Configure and maintain operational reporting dashboards for ER&T, including queue health, quality signals, and automation impact. • Lead ER&T metrics reporting with ER&T leadership, and help build action plans based on trends. • Safely manage and maintain employee data and confidential information, adhering to established protocols and ensuring discretion. • Champion scalable collaboration across Lifecycle teams, improving accuracy, data integrity, and operational outcomes. • Support change management projects by identifying the right stakeholders within ER&T and ensuring input supports broader Lifecycle goals. Practicals • You'll report to: Senior Manager, Lifecycle Operations: Employee Relations & Transitions • Direct reports: NA • Team: [Employee Relations & Transitions] • Location: Anywhere • 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 between $ USD to $ USD. 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. Application process • Interview with recruiter • Interview with future manager • Interview with team members (no managers present) • Bar Raiser • 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. The annual salary range for this full-time position is$36,900—$93,400 USD 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. 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. Please note we accept applications on an ongoing basis.