HR AI & Automation Operations Lead

Key Responsibilities

• Automation Strategy & Ownership: Use customer and employee feedback, alongside operational data and insights, to inform improvements to the HR experience, quality, and outcomes. Align initiatives with departmental strategic objectives and provide expert judgement on risk, compliance, and scalability, ensuring statutory and employment-related regulatory requirements are embedded directly into automation and system design decisions. Scope and deliver as the Directly Responsible Individual (DRI) multi-phase initiatives across process redesign, tooling, and change management from planning, prototype, launch and optimization.
• Use customer and employee feedback, alongside operational data and insights, to inform improvements to the HR experience, quality, and outcomes.
• Align initiatives with departmental strategic objectives and provide expert judgement on risk, compliance, and scalability, ensuring statutory and employment-related regulatory requirements are embedded directly into automation and system design decisions.
• Scope and deliver as the Directly Responsible Individual (DRI) multi-phase initiatives across process redesign, tooling, and change management from planning, prototype, launch and optimization.
• Workflow Optimization & System Integration: Map operational processes, identify bottlenecks, and architect end-to-end automated workflows that increase speed, accuracy, and scalability. Build and maintain data pipelines via native connectors or APIs across HRIS, case management, payroll, and other tools to ensure seamless data flow, event triggers and reporting.
• Map operational processes, identify bottlenecks, and architect end-to-end automated workflows that increase speed, accuracy, and scalability.
• Build and maintain data pipelines via native connectors or APIs across HRIS, case management, payroll, and other tools to ensure seamless data flow, event triggers and reporting.
• Low-Code Development & AI Implementation: Leverage low-code/no-code platforms (like Zapier, Make, Retool, n8n or similar) to prototype and deploy rapid automations. Deploy and govern AI tools or agents (e.g., for document processing, query triage, policy guidance, data auditing) that enhance efficiency, compliance and user experience. Design and Implement multi-agent patterns (e.g. maker/checker setups, routing to specialised agents) and governance policies (e.g. retries, fallbacks, guardrails), embedding appropriate human oversight in employment-related workflows to ensure compliant and responsible AI deployment. Build and maintain automation observability and governance (e.g. tracing, logging, agent runs evaluation) including access controls and auditability suitable for HR data.
• Leverage low-code/no-code platforms (like Zapier, Make, Retool, n8n or similar) to prototype and deploy rapid automations.
• Deploy and govern AI tools or agents (e.g., for document processing, query triage, policy guidance, data auditing) that enhance efficiency, compliance and user experience.
• Design and Implement multi-agent patterns (e.g. maker/checker setups, routing to specialised agents) and governance policies (e.g. retries, fallbacks, guardrails), embedding appropriate human oversight in employment-related workflows to ensure compliant and responsible AI deployment.
• Build and maintain automation observability and governance (e.g. tracing, logging, agent runs evaluation) including access controls and auditability suitable for HR data.
• Data Analytics & Insights: Develop and maintain fit-for-purpose operational data models to support reporting, audit, compliance and data integrity initiatives within HR Operations. Build and iterate on HR Operations analytics dashboards and reports (e.g. data audits, performance metrics) using SQL and BI tools such as Tableau or Sigma.
• Develop and maintain fit-for-purpose operational data models to support reporting, audit, compliance and data integrity initiatives within HR Operations.
• Build and iterate on HR Operations analytics dashboards and reports (e.g. data audits, performance metrics) using SQL and BI tools such as Tableau or Sigma.
• Leadership & Team Enablement: Foster strong cross-functional collaboration and support effective change management, training, adoption and continuous improvement of AI & Automation driven solutions. Serve as a technical lead for AI & Automation within the Ops departments, contributing to the evolution of best practices and ways of working. Mentor and guide junior team members, supporting capability uplift and operational maturity across the department.
• Foster strong cross-functional collaboration and support effective change management, training, adoption and continuous improvement of AI & Automation driven solutions.
• Serve as a technical lead for AI & Automation within the Ops departments, contributing to the evolution of best practices and ways of working.
• Mentor and guide junior team members, supporting capability uplift and operational maturity across the department.

Practicals

Application process

• AI Interview
• Interview with recruiter
• Interview with team member or cross-functional colleague
• Hiring Manager Interview
• Bar Raiser Interview
• Prior employment verification check
• 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. 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.

Benefits

• work from anywhere
• flexible paid time off
• flexible working hours (we are async )
• 16 weeks paid parental leave
• budget towards co-working spaces, learning and wellness (including gym memberships)
• mental health support services
• stock options
• home office budget & IT equipment

How you’ll plan your day (and life)

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.