Employee Lifecycle

**About Remote**:
**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**:

- Minimum of 5 years experience as an 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.
- 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.
- 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
- **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.

**Application process**:

- Interview with recruiter
- Interview with Manager
- Interview with Colleague (Language Assessment)
- Written Assessment
- Interview with Director
- Prior employment verification check

LI-DNP

**Benefits**:

- work from anywhere
- unlimited personal time off (minimum