Associate People Enablement Partner

The position

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

Requirements

• 4+ years experience in a People team, with 2+ years experience in an Employee Relations or People Partner capacity, supporting a global organization.
• Tech start-up and hyper growth experience is nice to have but not required.
• Commitment to encouraging all of Remote's values within the team and the greater organisation.
• Demonstrate discretion and sound judgment while working with sensitive and confidential materials.
• Highly resourceful and takes initiative to seek internal or external advice when needed for the most effective outcome.
• Ability to support and guide managers and team members within an organisation, more specifically with our company values, patience and empathy in mind.
• Exceptional verbal and written communication skills with the ability to build relationships with employees to continuously support the organisational growth.
• Writes and speaks fluent English.
• It's not required to have experience working remotely, but considered a plus.

Key responsibilities

• Coach, enable and support people managers at scale and, when applicable, in 1:1 discussions.
• In collaboration with the People Enablement Team, proactively create, contribute to and implement initiatives, resources, tools and strategies to support Remote’s strategy
• Own leave management discussions, support and actions.
• Manage and resolve employee relations issues in a kind and effective way.
• Advocate for and serve as a resource for internal Remote employees.
• Collaborate and enable colleagues globally to ensure a vibrant and effective workplace.
• Provide scalable async and sync partnership or guidance on topics such as performance management, career progression, leave management and additional events throughout the internal employee lifecycle.
• Share feedback and suggest actionable ideas related to our high performance culture.
• Partner closely with the rest of the People Team on various people programs and initiatives.
• Analyze people 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.

Practicals

• You'll report to: 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 $35,200 - $79,200 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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