Remote Scouter

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 to 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 Director of People Enablement, joining our People Department. The Director of People Enablement will lead the People Enablement Team to enable Remote employees, strategically support organisational design and planning, manage employee relations, coach for handling crucial conversations, people programs and operations.

This role is strategic and people enablement focused. As the Director of People Enablement, you will work in tandem with the Chief People Officer to identify, plan and execute people strategies in line with Remote’s mission, values and goals.

What you bring

• Ideally 8+ years in a People Team, preferably with experience in a People Partner capacity or in a People Team Leadership role that works closely with Leadership at a fast-growing technology company.
• Demonstrates discretion and sound judgment while working with sensitive and confidential materials, including employee relations.
• Ability to solve complex problems; highly resourceful and takes initiative to seek internal and external advice when needed for the most effective outcome
• Proven ability to partner and influence across all levels of the organization, more specifically with our company values and strategy in mind.
• Experience building and improving people programs and people operations in a modern company, to develop and implement initiatives that support the overall business strategy.
• Strategically understanding how learning & development can directly impact an organization's succession planning, growth and individual career path planning and growth.
• Exceptional verbal and written communication skills with the ability to build relationships with senior leaders and a variety of stakeholders to continuously support the organisational growth.
• It's not required to have experience working remotely, but considered a plus.
• Writes and speaks fluent English

Key Responsibilities 

• Lead, manage and scale the People Enablement Team which consists of People Partners and Associate People Partners
• Act as a partner, enabler and coach to people leaders throughout the organization
• Enable the People Enablement Team to design and implement on people programs, policies and processes; maximizing efficiency and upscaling processes, including proposing new or improved processes, guidelines, tools and systems to support the organization’s needs
• In collaboration with the Chief People Officer, ensure People strategies, processes and programs remain aligned with Remote's values and business goals; enhancing employee experience, enablement, engagement and success
• Lead the People Enablement team to support leaders with the tools and resources to make people related decisions such as performance, growth conversations and manage and resolve employee relations ensuring a fair and consistent application of policies and procedures
• Act as a strategic thought partner and soundboard to Directors and Executive Leadership in organisational planning and team management
• Responsible to ensure content is up-to-date and collaborating closely with the team to enable a documentation first environment.
• Act as a trusted advisor to senior management, providing insights and recommendations on company-wide people-related items.
• Drive organisational change, leverage data and analytics to evolve programs, and ensure that Remote is providing world-class experiences to all our Remoters
• Be an advocate for remote working and values, ensuring our values are experienced throughout the employment journey and collaborate and enable colleagues globally to ensure a vibrant and effective workplace
• Apply belonging, inclusion, diversity and equality in our People strategy and initiatives
• Provide strategic input to the Chief People Officer as it relates to people initiatives, organisational effectiveness, employee enablement, organisational change and people strategy
• Partner closely with the rest of the People Team on various people programs and initiatives
• Play a key role in change management initiatives, helping to facilitate organisational change and ensure that People practices support a positive workplace culture

Practicals

• You'll report to: Chief People Officer
• Team: People Team
• Location: Anywhere in the World
• 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 USD 123,200 to USD 173,250. 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. Interview with recruiter
2. Interview with future manager
3. Interview with team members (no managers present)
4. Interview with peers (no managers present)
5. Interview with an Executive Leader
6. Async offer
7. Reference check

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