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 are seeking a Lead Talent & People Insights Partner to join our People Enablement Team. This is a pivotal, hands-on role at the intersection of talent strategy and people analytics.
Your main job is to help build a solid culture of doing great work. You'll create and manage programs that help our staff, known as Remoters, develop their skills. You will also track the success of these programs using data analysis to ensure they work well and help our Remoters advance in their careers.
As a Lead Individual Contributor, you will act as a thought leader and a strategic partner to the People Enablement team and business leaders. Your work will directly support our mission to accelerate career development, align talent strategies with business objectives, and weave data-driven insights throughout our analyses and solutions.
What You'll Do📊 Drive Data-Driven People Insights (Approx. 50% Focus)
- Develop User-Friendly Analytics Tools: Create and maintain dashboards and reports that are simple to use. These tools will improve our awareness of our talent programs. They will collaborate with the employee experience team to support the entire employee lifecycle at our company.
- Conduct Deep-Dive Analysis: Perform advanced analytical deep dives into key talent areas such as regrettable attrition drivers, top talent retention, employee engagement trends, and skill gaps.
- Inform Strategic Decisions: Translate complex data findings into clear, concise, and compelling strategic recommendations for People Team leadership and business stakeholders.
- Measure Impact: Establish and track key success metrics for all talent and learning initiatives, demonstrating their tangible impact on business objectives and Remoter growth.
- Data Integration: Partner with the People Operations & Tools team to ensure data integrity and accessibility within our HRIS (Remote) and other People Team platforms, helping to establish it as the single source of truth.
🌱 Lead Strategic Talent Development & Growth (Approx. 50% Focus)
- Design and Implement Talent Programs: Lead the development and execution of key initiatives to manage talent. Use data and technology to customize and improve these programs. Career Pathing: Develop a career path model that clearly states the expectations and necessary skills for each role. Explore and leverage data to suggest personalized career paths. Skill Taxonomy: Establish a robust skill taxonomy, outlining critical skills and proficiencies by function and role, and create a heat map comparing required needs against current organizational skills to inform L&D efforts. Performance Management: Enhance our performance management approach with a data-driven lens. Implement continuous feedback mechanisms and a quarterly snapshot approach for performance pulse checks. Succession Planning: Contribute to strategic succession planning efforts, using data and predictive analytics to inform succession readiness.
- Partner with L&D: Collaborate closely with the Learning & Development team to ensure learning experiences are directly aligned with talent development goals, skill gap closure, and career progression frameworks.
- Embed AI & Automation: Proactively identify and embed AI and automation within talent programs to enhance personalization, efficiency, and data collection.
- Create straightforward and attractive plans to spread the word about talent programs. These plans should help raise awareness and get more people involved across various channels. Utilize marketing techniques to create engaging content that resonates with different employee segments.
- Drive Program Adoption: Design and implement innovative adoption campaigns that increase participation with talent programs. Create metrics to track adoption rates and continuously refine approaches based on data insights.
- Experience: Extensive experience of progressive experience in HR, with a solid focus on Talent Management, People Analytics, or a hybrid of both.
- Analytical Expertise: Expert-level proficiency in people analytics tools and methodologies. You should be comfortable with data extraction, manipulation, analysis, and visualization using tools like advanced Excel, HRIS reporting, or business intelligence platforms.
- Program Design: Demonstrated experience in designing, implementing, and optimizing strategic talent programs (e.g., career pathing, performance management, succession planning, skill frameworks).
- Technical Acumen: Solid knowledge of HRIS systems (experience with Remote or similar platforms is a plus) and how to leverage them for data integrity and reporting. Experience identifying opportunities for automation and technical enhancements is a bonus.
- Communication & Marketing Skills: Proven ability to develop strategic communication plans that drive program adoption. Experience with creating engaging content, leveraging multiple channels, and using marketing tactics to maximize participation in HR initiatives.
- Collaboration & Influence: Proven ability to work autonomously as a Lead IC, manage multiple projects, and influence stakeholders without direct authority. Remarkable communication skills are essential.
- Mindset: A passion for fostering employee growth and a data-driven mindset for continuous improvement.
- You'll report to: Director of Global People Enablement
- Team: People
- Location: For this position we welcome everyone to apply, but we will prioritise applications from the following locations as we encourage our teams to diversify;
- Start date: As soon as possible
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 $64,600 USD to $145,350 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.
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.
