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.
As the Global Payroll Policy & Compliance Lead, you will build and own automated compliance tracking frameworks and real-time compliance dashboards, ensuring payroll operations and product development remain aligned with global regulations.
This role is critical in translating complex regulatory updates into actionable insights for Product, Engineering, Payroll Operations, and Risk & Compliance. Your work will ensure compliance is proactively embedded into our payroll systems, mitigating risks, and supporting business growth in an evolving regulatory landscape.
What you bring- Extensive experience in global payroll product compliance, employment law, tax compliance, or payroll operations.
- Strong understanding of global payroll regulations, tax laws, CBAs, and social security policies.
- Experience in legislation tracking, regulatory intelligence, or compliance implementation across multiple jurisdictions.
- Proven ability to design automated compliance tracking frameworks and compliance dashboards for real-time monitoring of payroll risks and legislative updates.
- Strong stakeholder management skills, with experience working cross-functionally between Product, Engineering, Payroll Operations, and Risk teams.
- Highly data-driven, proficient in compliance tracking tools, reporting software, and automation frameworks (e.g SQL, Google Scripts, Notion).
- Detail-oriented, with the ability to analyse legal documents and translate them into clear, actionable product and operational recommendations.
- Experience in payroll technology or payroll system compliance (a plus).
- Writes and speaks fluent English
- It's not required to have experience working remotely, but considered a plus.
Compliance Monitoring & Implementation
- Design automated compliance tracking frameworks, ensuring proactive identification of legal changes across multiple jurisdictions to ensure all regulatory changes are documented and actioned efficiently.
- Work closely with Legal and RiskCom teams to monitor and analyse global payroll regulations, including tax laws, employment regulations, CBAs, social security policies, and real-time payroll reporting mandates.
- Work closely with RiskCom & Ops teams to ensure legislative updates are reviewed and incorporated into payroll operations.
- Maintain centralised tracking tools and databases to ensure all regulatory changes are documented and actioned efficiently.
- Work closely with the Product Strategic Lead to ensure regulatory changes are seamlessly integrated into payroll technology and system updates.
- Provide executive briefings, compliance reports, and stakeholder updates to ensure leadership has full visibility of regulatory risks.
- Partner with internal risk teams to ensure that compliance tracking aligns with SOC2, GDPR, and other global regulatory standards.
Research & Strategy: Informing Payroll Product Innovation
- Conduct deep-dive research into complex payroll legislation topics, such as CBAs, employment tax reforms, minimum wage indexing, and social security policy changes.
- Develop white papers, regulatory summaries, and internal guidance to help teams navigate complex payroll compliance environments.
- You'll report to: Manager, GP Strategy & Compliance
- Team: RiskCom (GP Strategy & Compliance)
- Location: For this position we welcome everyone to apply, but we will prioritise applications from the EMEA regions
- 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 47,100 EUR - 52,950 EUR. 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.
Application process- Interview with recruiter
- Interview with future manager
- Interview with team members (no managers present)
- Bar Raiser Interview
- Prior employment verification check
#LI-DNP
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.
