Manager Onboarding Operations Amer
remotecom
Brazil
Account Manager
Human Resources
Job Score
90 pts
On-site model (+70)
Account Manager (+10)
Human Resources (+10)
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.
With Innovation as one of the core values, we have built Automation and AI capabilities into the requirements for every role.
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.
With Innovation as one of the core values, we have built Automation and AI capabilities into the requirements for every role.
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!
The position
This is an exciting time to join Remote and make a personal difference in the global employment space as a Manager, Onboarding Operations, joining our Onboarding team.
This role manages a high-volume, regionally aligned operations team supporting employee onboarding across multiple countries. The Manager is responsible for people leadership, delivery quality, compliance, operational performance and continuous improvement across the employee onboarding lifecycle.
The role also supports AI, Automation and Operational Excellence by identifying workflow improvements, enabling responsible adoption within the team and partnering with our Experts and Leads on implementation.
This is an ideal opportunity for an experienced people leader who enjoys solving complex operational problems, developing scalable processes and helping teams adopt more effective ways of working. To be successful, you will bring strong operational leadership, sound judgement and a commitment to high-quality employee and customer outcomes.
You will report to the Senior Manager, Onboarding Operations.
Requirements
- Demonstrated people-management experience in a high-volume operational environment.
- A people-first leader who builds trust, empowers others and takes accountability for team performance and outcomes.
- Experience developing scalable operational processes while maintaining high standards of quality, compliance and employee and customer experience.
- An understanding of employment and/or labour laws, benefits, payroll processes and employment contracts across multiple countries, or the ability to learn these quickly.
- Strong stakeholder-management skills, with the ability to work effectively across teams and communicate clearly during complex or sensitive situations.
- Strong operational judgement, balancing compliance requirements, team capacity, service quality and scalable delivery.
- Comfortable using data to make decisions, monitor performance, identify risks and recommend improvements.
- Comfortable using AI and automation tools to improve productivity, service quality and operational consistency.
- Able to identify repetitive work and process friction that may be suitable for automation or AI-assisted workflows.
- Experience leading change and helping teams adopt new tools or ways of working; technical implementation experience is welcome but not essential.
- Able to partner effectively with technical, data or automation specialists to define operational requirements, test solutions and support adoption.
- Sound judgement in the responsible use of AI, including data privacy, security, compliance, accuracy and appropriate human oversight.
- Calm under pressure and able to hold difficult conversations, resolve conflict and escalate appropriately.
- Pragmatic, flexible and able to operate independently in a fast-paced, international and high-growth environment.
- International people operations or HR generalist experience would be well regarded.
- Writes and speaks fluent English; fluency in an additional language is a bonus.
- Experience working remotely is considered a plus, but is not required.
Key responsibilities
- 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.
Practicals
- You'll report to: Senior Manager, Onboarding Operations
- Team: Operations
- Location: AMER
- Start date: As soon as possible
Application process
- 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.
The annual salary range for this full-time position is
R$316.550—R$356.150 BRL
Benefits
Our full benefits & perks are explained in our handbook at remote.com/r/benefits. As a global company, each country works differently, but some benefits/perks are for all Remoters:
- work from anywhere
- flexible paid time off
- flexible working hours (we are async)
- 16 weeks paid parental leave
- budget towards co-working spaces, learning and wellness (including gym memberships)
- mental health support services
- stock options
- home office budget & IT equipment
How you’ll plan your day (and life)
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!
How to apply
- 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.
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