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
The Offboarding Specialist manages all employee exits for Remote’s external employees with a focus on legal compliance and providing delightful customer service. As part of a larger employee Lifecycle team, the Offboarding Specialist is also expected to contribute to process improvements and initiatives in line with Remote’s strategic goals and values.
What you bring
- Experience as a HR Advisor or HR Business Partner, with generalist HR competencies and exposure across the employee lifecycle.
- Proven experience with a strong background in managing voluntary and involuntary exits (terminations) with care, sensitivity and legal compliance; and providing comprehensive HR support and guidance on employment laws and regulations, spanning various jurisdictions.
- Ability to interpret and apply industrial instruments, analyze complex HR issues, undertake research, provide practical solutions and effectively communicate recommendations to clients and internal stakeholders when operating in ambiguous and unfamiliar environments.
- Excellent communication, influencing, conflict management, and negotiation skills, with the ability to confidently lead difficult conversations to a positive outcome, often where parties have conflicting interests, maintaining professionalism and strict confidentiality.
- Business-level (advanced) proficiency in written and spoken English, with additional languages considered a plus.
- Aptitude and appetite to innovate and optimize processes, continuously identifying and implementing opportunities for automation and championing best practices.
- Efficiency in operations, with an awareness of the importance of thorough record-keeping and data integrity.
- Tech-savvy, with the ability to successfully collaborate asynchronously on various tools, and adapt to new and evolving systems.
- Ability to work autonomously and cohesively in an international team in a fast-paced, asynchronous, remote environment with multiple priorities. Willingness to work flexible hours as needed.
- Proactive and self-motivated with a strong sense of ownership and accountability.
Key Responsibilities
- Manage and resolve end-to-end employee exits across multiple international jurisdictions, prioritizing a superior offboarding experience for Remote’s clients and their employees.
- Provide sound guidance and manage clients’ requests on various HR matters, including but not limited to termination, resignation and transfer procedures, employment contracts, and redundancy processes, ensuring legal compliance and best practices.
- Lead and facilitate meetings with clients and external employees, including but not limited to workforce reduction consultation meetings, administrative hearings, negotiations in separations and settlements, providing guidance on terminations, and delivering termination outcomes.
- Influence and negotiate positive outcomes in complex terminations, balancing multiple stakeholders with competing interests.
- Liaise with and coordinate various internal and external stakeholders to ensure compliance in offboarding activities and audits, including but not limited to payroll, legal counsel, government bodies, and trade unions.
- Draft, tailor and administer all termination and supplementary documents with accuracy and attention to detail, ensuring employee records are maintained with strict adherence to privacy and confidentiality regulations.
- Process offboarding on Remote’s internal HRIS platform, collaborating with various internal stakeholders, such as Customer Success, Legal, Payroll, Benefits, Time and Attendance, amongst other verticals, to ensure all aspects of the employee exit are administered correctly and promptly.
- Be the subject-matter expert and respond to internal and external queries on all offboarding matters in conjunction with Lifecycle’s internal stakeholders.
- Actively identify opportunities for and contribute to process improvements, automation, product development and overall customer and employee experience through the offboarding process.
Practicals
- You’ll report to: Manager Employee Lifecycle, Offboarding
- Team: Lifecycle, Offboarding
- Location: EMEA
- 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 $33,000 USD to $70,000 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 hiring manager
- Interview with recruiter
- Written activity
- Interview with panel
- Prior employment verification check
#LI-DNP
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
- 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.
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.
