What this job can offer you

As part of the Payroll Risk and Compliance team, Reporting to the Senior Manager - Global Payroll Strategy & Compliance, this role is pivotal in driving compliance, process improvement, and risk management initiatives within the global payroll function. The Manager will lead a team of 4-5 direct reports, translating audit findings and compliance requirements into actionable product and process improvements, and ensuring alignment with organisational objectives.

What you bring

• Proven leadership and stakeholder management skills with experience in managing high-performing teams and global payroll compliance.
• Strong project management, organisational, analytical, and communication skills with the ability to manage multiple priorities and engage across all organisational levels.
• Familiarity with payroll legislative and regulatory requirements; experience working in remote or distributed teams is a plus.
• Ability to adapt to a fast-paced international environment, with a strong sense of accountability, attention to detail, and fluency in English.

Key Responsibilities 

Team Leadership & Collaboration:

• Lead and mentor a compliance team to deliver high impact results.
• Collaborate across departments such as Product, Operations, Tax, and Legal.
• Maintain frequent and effective communication with internal and external stakeholders, presenting compliance updates and project progress.
• Contribute to the development and execution of a robust Audit Framework, in alignment with organisational strategy.
• Maintain frequent reporting of KPIs and trends.

Audit, Process Improvement & Risk & Compliance Management:

• Oversee and support close-down of country audits, maintain detailed audit records, and ensure timely audit completion. Translate audit findings into actionable product and process improvements.
• Oversee implementation of improvements to enhance compliance and mitigate risks.
• Work with incidents management team to bridge the gap between processing and product.

Strategic Contribution:

• Support the Senior Manager in developing business plans and strategic initiatives for the Compliance team, identifying opportunities for innovation and efficiency.
• Support in the delivery of Neo, ensuring high quality delivery and adherence to deadlines to avoid bottlenecks and project delays.

Practicals

• You'll report to: Sr Manager, Global Payroll Strategy & Compliance
• Direct reports: 4
• Team: Payroll - Payroll Risk, Audit and Compliance
• Location: For this position we welcome everyone to apply, but we will prioritize applications from the following locations as we encourage our teams to diversify;
• 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 $42,300 to $95,200. 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

1. Interview with recruiter
2. Interview with future manager
3. Interview with team members (no managers present)
4. Bar Raiser Interview
5. Prior employment verification check