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.
We love working async. This means you get to minimize meetings and create your own schedule based on when you're able to do your best work.
We empower ownership, proactivity, and default to action. We operate based on treating each other with kindness and support each other as a team.
The positionThis is an exciting opportunity to join Remote and make a personal difference in the global HR space as our Senior Product Manager for Employee Lifecycle. In this role, you will be responsible for features encompassing all HR-related events after an employee is hired onboarded, including probation management, job changes, and employment agreement amendments. You will also be responsible for expanding Remote’s capabilities around terminations and resignations.
As a Senior Product Manager for Employee Lifecycle, you'll be setting the vision, strategy and roadmap for a vitally important part of Remote’s offerings. You'll work with a cross-functional engineering and design group to find our most important problems and shape iterative solutions towards them.
If you are passionate about creating meaningful product experiences and thrive in a collaborative yet ambiguous environment, we invite you to apply and make an impact on the future of HR management.
General requirements- Demonstrated ability to thrive in ambiguous environments, rapidly adapting to shifting priorities and navigating uncertainty
- Exceptional project management skills with a history of managing multiple projects simultaneously
- Expertise in stakeholder management; adept at building and nurturing relationships with internal and external stakeholders, ensuring alignment with product vision and effectively managing expectations
- Excellent communication and collaboration skills across different teams and departments to ensure that we satisfy customer and business needs
- Great judgment to make strategic (what to prioritize) and tactical (feature scope) decisions
- Data-driven approach with experience setting and tracking goals to achieve results (experience with SQL or Metabase)
- Familiarity with HR technology or related industries is a plus
- Develop, own and communicate a clear and inspiring vision and strategy for our Employee Lifecycle team
- Maintain a prioritized roadmap shipped via a series of iterative improvements that help advance key metrics related to our team's goals
- Collaborate with Product Design, Engineering, Go-To-Market, Operations, and other Product teams to bring product through all phases of product development including ideation, design, development, product rollout and launch
- Develop into a subject matter expert for understanding, articulating, and solving complex business problems related to employee lifecycle
- Work with Operations, Legal, and Customer Support to design delightful, compliant user experiences
- Engage with users and stakeholders, both internal and external, to gather feedback and ensure our HR solutions are addressing real-world needs
- Stay updated with HR software market trends, competitor products, and emerging technologies to ensure our product remains a frontrunner
- Utilize data analytics and performance metrics to inform decision-making processes
- Interview with recruiter
- Interview with future manager
- (async) Product exercise and review with a peer
- Interview with Engineering and Design
- Bar Raiser Interview
- VP Interview
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.
Top Skills
What We Do
Remote opens the vast potential of the world for every person, business, and country, building a world where every person and business truly belongs.
We empower companies of all sizes to pay and manage full-time and contract workers around the world. Remote makes it easy to manage international payroll, benefits, taxes, stock options, and compliance in 50+ countries.
No matter where your team lives and works, our best-in-class global employment solutions provide the best experience for your workers.
Our ironclad intellectual property protections and industry-leading security guarantee give you peace of mind across the globe.
Best of all, Remote never charges percentages or fees: one low flat rate helps you control your budget so you can focus on growing your business.
