Lead Talent & People Insights Partner, Remote
$64.6-145.3k
+ Stock options
HR solutions for distributed teams
Posted today
HR solutions for distributed teams
1001+ employees
Posted today
$64.6-145.3k
+ Stock options
1001+ employees
Company mission
To open up the world of work for every person, business, and country.
Role
Who you are
- Experience: Extensive experience of progressive experience in HR, with a solid focus on Talent Management, People Analytics, or a hybrid of both
- Analytical Expertise: Expert-level proficiency in people analytics tools and methodologies. You should be comfortable with data extraction, manipulation, analysis, and visualization using tools like advanced Excel, HRIS reporting, or business intelligence platforms
- Program Design: Demonstrated experience in designing, implementing, and optimizing strategic talent programs (e.g., career pathing, performance management, succession planning, skill frameworks)
- Technical Acumen: Solid knowledge of HRIS systems (experience with Remote or similar platforms is a plus) and how to leverage them for data integrity and reporting. Experience identifying opportunities for automation and technical enhancements is a bonus
- Communication & Marketing Skills: Proven ability to develop strategic communication plans that drive program adoption. Experience with creating engaging content, leveraging multiple channels, and using marketing tactics to maximize participation in HR initiatives
- Collaboration & Influence: Proven ability to work autonomously as a Lead IC, manage multiple projects, and influence stakeholders without direct authority. Remarkable communication skills are essential
- Mindset: A passion for fostering employee growth and a data-driven mindset for continuous improvement
What the job involves
- We are seeking a Lead Talent & People Insights Partner to join our People Enablement Team
- This is a pivotal, hands-on role at the intersection of talent strategy and people analytics
- Your main job is to help build a solid culture of doing great work
- You'll create and manage programs that help our staff, known as Remoters, develop their skills
- You will also track the success of these programs using data analysis to ensure they work well and help our Remoters advance in their careers
- As a Lead Individual Contributor, you will act as a thought leader and a strategic partner to the People Enablement team and business leaders
- Your work will directly support our mission to accelerate career development, align talent strategies with business objectives, and weave data-driven insights throughout our analyses and solutions
- Develop User-Friendly Analytics Tools: Create and maintain dashboards and reports that are simple to use. These tools will improve our awareness of our talent programs. They will collaborate with the employee experience team to support the entire employee lifecycle at our company
- Conduct Deep-Dive Analysis: Perform advanced analytical deep dives into key talent areas such as regrettable attrition drivers, top talent retention, employee engagement trends, and skill gaps
- Inform Strategic Decisions: Translate complex data findings into clear, concise, and compelling strategic recommendations for People Team leadership and business stakeholders
- Measure Impact: Establish and track key success metrics for all talent and learning initiatives, demonstrating their tangible impact on business objectives and Remoter growth
- Data Integration: Partner with the People Operations & Tools team to ensure data integrity and accessibility within our HRIS (Remote) and other People Team platforms, helping to establish it as the single source of truth
- Design and Implement Talent Programs: Lead the development and execution of key initiatives to manage talent. Use data and technology to customize and improve these programs
- Career Pathing: Develop a career path model that clearly states the expectations and necessary skills for each role. Explore and leverage data to suggest personalized career paths
- Skill Taxonomy: Establish a robust skill taxonomy, outlining critical skills and proficiencies by function and role, and create a heat map comparing required needs against current organizational skills to inform L&D efforts
- Performance Management: Enhance our performance management approach with a data-driven lens. Implement continuous feedback mechanisms and a quarterly snapshot approach for performance pulse checks
- Succession Planning: Contribute to strategic succession planning efforts, using data and predictive analytics to inform succession readiness
- Partner with L&D: Collaborate closely with the Learning & Development team to ensure learning experiences are directly aligned with talent development goals, skill gap closure, and career progression frameworks
- Embed AI & Automation: Proactively identify and embed AI and automation within talent programs to enhance personalization, efficiency, and data collection
- Create straightforward and attractive plans to spread the word about talent programs. These plans should help raise awareness and get more people involved across various channels. Utilize marketing techniques to create engaging content that resonates with different employee segments
- Drive Program Adoption: Design and implement innovative adoption campaigns that increase participation with talent programs. Create metrics to track adoption rates and continuously refine approaches based on data insights
- You'll report to: Director of Global People Enablement
- Start date: As soon as possible
Application process
- Interview with recruiter
- Interview with future manager
- Interview with team members (no managers present)
- Bar Raiser Interview
- Prior employment verification check
- 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
- Please note we accept applications on an ongoing basis
Our take
The number of companies switching to fully-remote set-up is booming. Aiming to capitalise on this, Remote helps companies of all sizes hire and manage international employees across benefits, taxes, payroll and compliance.
According to Remote, local and international regulations constantly change. Thus, the company's unique selling point is that its law attorneys and HR specialists are focused on supervising regulations on a daily basis and ensuring that the clients avoid expensive compliance mistakes. Remote also differentiates itself through its network of local legal entities that cover all of the countries they offer services for to ensure the clients receive the best protection in the industry. Moreover, the company offers a platform for distributed teams that makes it easy for companies to onboard and pay international contractors and employees.
Remote's history of funding - that helped secure its $3Billion valuation - has supported expansion across markets, as well as being used to expand partnerships and integrations. Further development of its tool suite can be expected, as the company pushes to be the first name in distributed HR.
Freddie
Company Specialist at Welcome to the Jungle
Insights
43% employee growth in 12 months
Company
Funding (last 2 of 4 rounds)
Apr 2022
$300m
SERIES C
Jul 2021
$150m
SERIES B
Total funding: $496m
Company benefits
- Unlimited personal time off
- Paid parental leave
- Co-working allowance
- Flexible working hours
- Learning budget
- Mental health support
- Company stock options
- Home office setup
- Celebratory allowances
- Branded swag
- Other country-specific benefits
Company HQ
Fisherman's Wharf, San Francisco, CA
Leadership
Job van der Voort
(CEO)Previously Researcher at Champalimaud Foundation for 1 year and Co-Founder & CTO at JAXONS for 1 year.
Marcelo Lebre
(COO)Previously Chief Technology Officer at Faber Ventures for 1 year and VP of Engineering at Unbabel for 2 years
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