Manager Onboarding Operations AMER

Lead, coach and mentor an aligned team of Onboarding Operations Specialists, creating an inclusive, high-performing environment.

Own team performance, delivery quality and achievement against agreed operational targets and service standards.

Manage all aspects of people leadership, including motivation, feedback, performance reviews, difficult conversations and conflict resolution.

Act as an escalation point for complex employee onboarding and operational challenges, coordinating cross-functional ownership and escalating to leadership where required.

Collaborate with Managers globally to drive operational change, share good practice and maintain alignment across regions.

Use data to track team performance, capacity, quality and risk, providing clear recommendations to Onboarding Operations leadership.

Continuously identify and implement improvements to onboarding processes, operational controls and the employee and customer experience.

Serve as a subject-matter expert on global employee onboarding and escalations, ensuring employee information remains accurate, secure and confidential.

Support reporting, audit, compliance and data-integrity initiatives.

Identify and prioritise opportunities to simplify, standardise or automate operational workflows.

Lead adoption of approved AI and automation tools within the team, ensuring appropriate training, controls and human oversight.

Partner with operational excellence, data and technical specialists to define operational requirements, test solutions and support implementation. The Manager owns the operational problem and team adoption rather than complex technical architecture.

Measure whether changes improve efficiency, accuracy, quality, capacity, employee experience or customer outcomes.

Encourage responsible experimentation and continuous improvement without compromising compliance or service quality.

Take initiatives from scout to scale, moving effectively from identifying opportunities to implementing sustainable solutions.

You'll report to: Senior Manager, Onboarding Operations

Team: Operations

Location: AMER

Start date: As soon as possible

Interview with recruiter

Interview with future manager

Team Interview

Interview with executive

Bar Raiser

Offer

Prior employment verification check(s)

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.

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!

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.