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People Partner - GTM

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About Remote

Remote is solving global remote organizations’ biggest challenge: employing anyone anywhere compliantly. We make it possible for businesses big and small to employ a global team by handling global payroll, benefits, taxes, and compliance. Check out remote.com/how-it-works to learn more or if you’re interested in adding to the mission, scroll down to apply now.

Please take a look at remote.com/handbook to learn more about our culture and what it is like to work here. Not only do we encourage folks from all ethnic groups, genders, sexuality, age and abilities to apply, but we prioritize a sense of belonging. You can check out independent reviews by other candidates on Glassdoor or look up the results of our candidate surveys to see how others feel about working and interviewing here.

All of our positions are fully remote. You do not have to relocate to join us!

What this job can offer you

Empowering Each Remote Team Member. The People Department at Remote puts in place the resources and processes to ensure the entirety of Remote remains aligned with its goals, objectives, and values. A key focus is to create a workplace that is not only safe and inclusive but also an extraordinary environment for everyone to bring their best selves to work. We impact the entire Remoter journey at Remote, and strive to create the best possible experience as each Remoter grows and develops with us.

This is an exciting time to join Remote and make a personal difference in the global employment space as a People Enablement Partner, joining our People team. As an individual contributor, the People Enablement Partner will focus on enabling and supporting Remote through extraordinary growth. In working closely with the People Enablement Team, the People Enablement Partner will guide people leaders through performance and feedback management, lead employee relations situations, act as a partner and coach to our leaders, and contribute to the creation and iteration of resources and tools implemented for employees along with the over-all People Strategy.

What you bring

  • 7+ years of progressive experience in a People team, with experience in a People Partner capacity for at least 2+ years, supporting a global organization.
  • 2+ years experience partnering with Go-to-Market leadership. 
  • Demonstrate discretion and sound judgment while working with sensitive and confidential materials.
  • Proven ability to solve moderate problems and identify root causes; highly resourceful and takes initiative to seek internal or external advice when needed for the most effective outcome.
  • Ability to support and influence across all departments of an organization, more specifically with our company values, patience, and empathy in mind.
  • Commitment to encouraging all of Remote's values within the team and the greater organization.
  • Exceptional verbal and written communication skills with the ability to build relationships with employees to continuously support organizational growth.
  • Writes and speaks fluent English.
  • In addition, to English, the ability to write and speak fluent French or Spanish is preferred.
  • Tech start-up and hyper-growth experience is nice to have but not required.
  • It's not required to have experience working remotely but is considered a plus.

Key Responsibilities

  • Act as a partner, enabler, and coach to leadership in your assigned departments and throughout the organization.
  • Proactively partner with leaders on topics such as day-to-day leadership, organizational design, performance management, business strategy, difficult conversations, and non-traditional management approaches.
  • In collaboration with the People Enablement Team, proactively create, contribute to, and implement initiatives, resources, tools, and strategies to support the organization through extraordinary global growth and sustainability.
  • Manage and resolve employee relations issues in a kind and effective way.
  • Advocate for and serve as a resource for internal Remote employees.
  • Identify trends, patterns, and gaps across the organization, share this feedback, suggest actionable solutions and execute on these solutions.
  • Review and make decisions on sensitive People situations that pose risks to our culture and the business.
  • Collaborate and enable colleagues globally to ensure a vibrant and effective workplace.
  • Own and execute the global offboarding process with the Legal Team while ensuring a positive, values-aligned experience.
  • Partner closely with the rest of the People team on various people programs and initiatives, driving the application of these programs and our policies within their departments
  • Analyze people's data and trends to contribute to decisions on strategy and programs.
  • Exhibit a growth mindset with a high level of emotional intelligence in daily work and your own development.
  • Be an ambassador of and contribute to Remote's Handbook.

Benefits

Practicals

  • You'll report to: Sr Director of People Enablement
  • Team: People Team
  • Location: Global
  • 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 $41,450 USD - $116,500 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

  1. (async) Profile review
  2. Interview with recruiter
  3. Interview with future manager
  4. Interview with team members
  5. (async) Offer

 

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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
  • unlimited personal time off (minimum 4 weeks)
  • quarterly company-wide day off for self care
  • 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

  1. Please fill out the form below and upload your CV with a PDF format.
  2. We kindly ask you to submit your application and CV in English, as this is the standardised language we use here at Remote.
  3. 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.

  • Argentina
  • Australia
  • Canada
  • Mexico