Global Rewards Manager

About Remote

Remote is solving modern organizations’ biggest challenge – navigating global employment compliantly with ease. We make it possible for businesses of all sizes to recruit, pay, and manage international teams. With our core values at heart and future focused work culture, our team works tirelessly on ambitious problems, asynchronously, around the world. You can find Remoters working from 6 different continents (Antarctica left to go!)

and all of our positions are fully remote.

We encourage every member of the Remote team to bring their talents, experiences and culture to the table to help us build the best‑in‑class HR platform. If you are energetic, curious, motivated and ambitious, be part of our world. Apply now and define the future of work!

This is a key role on the People team focused on shaping Remote’s global Total Rewards approach. You will be a strategic leader and trusted advisor, partnering closely with the Executive Team, business leaders, People Partners, and cross‑functional teams to drive fair and competitive rewards decisions, and guide complex Total Rewards challenges.

• Extensive experience in total rewards roles with a strong focus on strategy, business partnering, and thought leadership within a global environment.
• Proven ability to influence and advise senior leaders and cross‑functional teams on complex rewards issues.
• Deep knowledge of total rewards philosophies and practices across different business environments and cultures, with strong understanding of job architecture, pay equity, and geo‑tiering principles.
• Strong communication skills with the ability to distill complex Total Rewards concepts for diverse audiences.
• Experience working in fast‑growing, global, and remote‑friendly organisations preferred.
• Collaborative mindset with excellent interpersonal skills and high emotional intelligence.

• Partner with executive leadership and business stakeholders to shape and evolve Total Rewards strategy in alignment with organizational objectives and long‑term talent priorities.
• Design and articulate comprehensive Total Rewards frameworks and philosophies that drive strategic alignment, organizational consistency, and competitive positioning across global markets.
• Provide strategic counsel on compensation philosophy, pay equity frameworks, job architecture evolution, and geo‑tiering strategies to support data‑driven, forward‑looking business decisions.
• Drive the integration of Total Rewards strategy into critical talent programs, ensuring all initiatives are aligned with the global rewards philosophy.
• Act as Total Rewards subject matter expert, influencing cross‑functional initiatives by bringing a Total Rewards perspective to product, finance, legal, and leadership conversations.
• Drive education and enablement efforts to build organisational understanding and confidence in Total Rewards principles and programs.
• Lead proactive risk assessment and strategic foresight initiatives, identifying emerging challenges in Total Rewards and driving preventative solutions that position the organization ahead of market and regulatory shifts.
• Leverage AI and emerging technologies to enhance Total Rewards analysis, modeling, and decision‑making, ensuring the organization remains at the forefront of rewards innovation and efficiency.
• Serve as a strategic voice for Total Rewards in executive and leadership forums, influencing organizational direction and ensuring rewards considerations shape critical business decisions.
• Mentor more junior team members and the broader People team members to strengthen strategic business partnering and rewards expertise across the organisation.
• Represent the Total Rewards function in leadership forums as needed.
• Stay current on market trends, regulatory changes, and innovative Total Rewards practices to continually elevate Remote’s rewards strategy.

• Interview with recruiter
• Interview with Director of Total Rewards (future manager)
• Interview with Director of People Partners
• Interview with team members (no managers present)
• Interview with Chief People Officer
• Bar Raiser Interview
• Prior employment verification check