Senior Manager, Talent Management

About Remote

Remote is solving modern organizations’ biggest challenge – navigating global employment compliantly with ease. We make it possible for businesses of all sizes to recruit, pay, and manage international teams. With our core values at heart and future focused work culture, our team works tirelessly on ambitious problems, asynchronously, around the world. You can find Remoters working from 6 different continents (Antarctica left to go!) and all of our positions are fully remote.

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.

If you are energetic, curious, motivated and ambitious, be part of our world. Apply now and define the future of work!

What this job can offer you

The

Senior Manager,

Talent Management, will be the

architect of Remote’s global talent strategy and will be responsible for building from the ground up, a holistic and innovative strategy across Learning & Development (L&D) and Employee Experience (EX) to drive high performance, build future leaders, and enable internal mobility across Remote. This is a hands-on role that will involve both strategic visionary work and also practical application and facilitation.

This role currently reports to the Chief People Officer, and will lead a small, high-impact team and be a critical input into the systemic infrastructure of the entire employee journey.

What You Bring

Cross-functional Partnership

Demonstrated success building and maintaining strong, influential partnerships with Talent Acquisition (TA) and People Business Partner (PBP) teams to drive shared talent outcomes

Global/remote Experience

Demonstrated success designing and implementing

global, fully remote talent programs

for a dispersed workforce.

Analytical Leadership

Proven ability to use workforce analytics to frame complex organizational problems and drive data-backed decisions at the executive level.

Domain Expertise

Deep practical knowledge of contemporary talent management practices, including succession planning, career pathing, performance calibration, and adult learning principles.

Program Ownership

Proven ability to move beyond concept development to

programmatic, end-to-end execution

and measurement.

Leadership

Experience Managing And Mentoring A Team, By Fostering A Culture Of High Performance And Continuous Improvement.

Key Responsibilities

I. Talent Strategy & Leadership Development

Future Leadership Pipeline

Shape and own the company’s approach to developing future leaders, ensuring we have strong, ready-now talent at every level.

Performance & Succession Integration

Lead Core Talent Processes

Develop and drive company-wide talent management practices, including performance alignment, top-talent identification, succession planning, and internal mobility.

Strengthen Leadership Capabilities

Design and guide development experiences that support leaders at all levels, ensuring they have the skills and mindset needed for the company’s growth.

Promote Internal Career Growth

Create structures and practices that encourage employees to explore career paths, grow within the company, and expand their skills

II. Learning & Development (L&D)

Drive A Learning Strategy

Develop a clear, scalable learning strategy that supports business goals and builds critical capabilities across the organisation for both

Individual Contributors (ICs) and People Managers

. Within this, design and facilitate curated

Senior Leadership programs

for our Directors and above

Deliver High-impact Learning

Oversee the creation and rollout of learning experiences for employees, managers, and senior leaders that strengthen performance and long-term growth.

Embed Inclusive Learning Practices

Ensure learning and talent programs reflect principles of equity, inclusion, and belonging.

III. Employee Experience Infrastructure & Communication

Programmatic Ownership

Own the

programmatic end-to-end

execution and success metrics for core talent programs, ensuring smooth and engaging delivery across the globe.

Employee Journey Input

Serve as the functional owner for the L&D and Talent Management input into the broader

Employee Experience infrastructure

. This includes defining the

Comms feel and resources

associated with the employee journey touchpoints under this role's purview.

Systematic Approach

Collaborate with other People Team sub-departments to ensure a consistent, integrated, and

systematic approach

to the entire employee lifecycle (e.g., onboarding, performance, growth, exit).

Practicals

You'll Report To

CPO

Direct Reports

4 Specialists

Team

[People] - [People Transformation]

Location

: For this position we welcome everyone to apply.

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 $

54,950

to $

154,600

. 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

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

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

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

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.