Lifecycle Operations Lead, Time & Attendance

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. If you are energetic, curious, motivated and ambitious, be part of our world. Apply now and define the future of work! What this job can offer you This is an exciting time to join Remote and make a personal difference in the global employment space by joining our Employee Lifecycle team. As a critical extension of our clients’ HR teams, we navigate and advise on the intricate paths of global employment with unmatched speed, expertise, and precision. The vision of the Lifecycle team at Remote is not just about maintaining the gold standard in HR practices; it’s about elevating it, integrating cutting-edge technology solutions, and enriching customer experiences in over 80+ countries. On this team, your work directly influences our ability to sustain and extend our compliance coverage, continuously enhance our customer journeys, and significantly increase our operational capacity. You’re not just part of a team; you’re at the forefront of shaping the future of work, ensuring every interaction is fast, intuitive, and profoundly impactful. Dive into a role where your passion for innovation, commitment to excellence, and drive to make a global difference aligns with our mission to empower organizations worldwide to employ anyone, anywhere — compliantly. As a Lifecycle Operations Lead: Time & Attendance, you will be responsible for supporting the Lifecycle Time & Attendance (T&A) team on day to day operational challenges including but not limited to workflow design, process improvement, tooling, automations, data management, knowledge management and creation and maintenance of Standard Operating procedures. You will be the point of contact for the team on process, data and tech operational needs. You will be reporting to the Senior Manager Lifecycle: Time & Attendance. What you bring This role focuses on the interpretation, implementation, and governance of T&A policies across global jurisdictions, emphasizing legal compliance and risk mitigation and requires a highly analytical and detail-oriented individual focused on translating complex employment law into clear, compliant, and scalable Time & Attendance policies and procedures. Policy & Compliance Focus: Strong and demonstrable experience working in a large-volume / high-complexity policy, compliance, and employee relations support team across diverse global regions and countries. Legal Interpretation: Strong and demonstrable expertise in analyzing, interpreting, and applying employment legislation related to T&A, with an aptitude for legal review and policy risk mitigation. T&A Context: Experience solving Time & Attendance related challenges is highly desirable. Policy Development: Analytical mindset with an aptitude for and demonstrated ability to draft, implement, and communicate complex global HR policies, consistently ensuring legal compliance and operational clarity. Project Management: Proven ability to successfully manage and complete projects from inception to delivery (covering requirements-gathering, policy design, implementation, and refinement). Metrics & Data: Strong capability and focus on SLA adherence and data-driven decision-making using metrics to identify compliance risks. Scout to scale: Ability to go from “scout to scale”, operating autonomously and turning ambiguity into clear deliverables. Communication & Influence: Excellent communication, influencing, conflict management, and negotiation skills, with the ability to independently lead challenging conversations with stakeholders (Legal, Operations, Leadership). Work Style: An agile, resilient, and customer-centered approach to working in a dynamic, ever-changing environment, with high tolerance for ambiguity and strong self-motivation. Ability to thrive in a fast-paced, international setting, working independently. Culture: Understanding of the importance and value of asynchronous work, with a demonstrated history of both experiencing and advocating for it. Language & Integrity: High level of proficiency in English, both written and spoken. Consistently exhibits high levels of discretion, integrity, professionalism, and confidentiality. Consistently exhibits high levels of discretion, integrity, professionalism, and confidentiality by adhering to Remote's core values: Care, Innovation, Intensity, Transparency and Excellence. Experience working in a startup or high-growth environment; enjoys and understands the need to work largely asynchronously and experience working remotely is considered a plus. Key Responsibilities Policy Design, Compliance & Risk Management Governance, risk & controls: Establish and maintain operational governance for high-risk T&A domains (for example, working time rules, overtime, sick leave, and leave policy exceptions). Define controls, escalation paths, and quality checks to reduce compliance risk and employee impact. Policy Implementation: Design and implement global HR policies and procedures specific to Time & Attendance (e.g., leave, attendance, overtime, working time directives), ensuring they align with local employment legislation. Regulatory Monitoring: Pro-actively monitor changes in global employment legislation relevant to T&A, advising T&A leadership and Legal on necessary policy updates and implementation timelines. SME Advisory: Act as the Policy Subject Matter Expert (SME) for the T&A function, advising Operations, Product, and Engineering on the correct legal interpretation to embed into our platform, processes, and tools, including AI-assisted experiences and automation features where appropriate. Country Expansion: Support Time & Attendance teams on new country expansions by coordinating and mapping out key T&A policy events and legal dependencies across internal and external stakeholders. Process and workflow design Design and update complex process maps, workflows and standards operating procedures with regard to Lifecycle Time & Attendance operations, as required from ongoing feedback and quarterly initiative towards Lifecycle goals. Pro-actively identify automation and process improvement opportunities to workflow and product features working closely with Time & Attendance leadership, clearly impacting the value the Lifecycle team is adding to Remote’s customers and employees. Support Time & Attendance teams on new country expansions by coordinating and mapping out key Lifecycle events and dependencies across internal and external stakeholders. Tooling Act as Lifecycle Ops teams’ point of contact for Remote-wide initiatives impacting our tool-stack, ensure that Lifecycle input supports Remote overall goals and Remote-wide initiatives are properly rolled-out in Lifecycle organization. Actively support Lifecycle Ops teams with tool debuging, integration, automation and optimization. Identify opportunities to further leverage/ consolidate existing tools or implement new tools to meet non-addressed needs. Identify, pilot, and scale AI-enabled workflow improvements — including triage support, knowledge retrieval, policy drafting assistance, and automation — with defined success metrics and human-in-the-loop controls where required. Champion responsible AI use: ensure any AI application in T&A operations complies with Remote's data handling rules, including data redaction requirements and mandatory human review triggers. Manage Lifecycle Ops teams' technical and automation requirements with our tool-stack. Our current tool-stack includes Zendesk, Kissflow, Juro, Docusign, Google Workspace and any new 3rd party tools that will help the teams deliver better on their operations. Coordinate with Remote’s Product and Engineering teams to translate ideas discovered in Time & Attendance teams Lessons Learned process into product features, automation and improvements requests. Data management, analysis and reporting Risk Analysis: Analyze T&A operational data and metrics (reports/dashboards) to identify areas of policy non-compliance or high employee risk (e.g., high policy exception rates, recurring T&A disputes) and recommend policy or training solutions. Reporting & dashboards: Configure and maintain operational dashboards and recurring reporting (for example, SLA, backlog, compliance risk indicators), and partner with leadership on action plans. KPIs & decision support: Own the definition and continuous improvement of T&A operational KPIs, and convert insights into concrete actions that improve service health and reduce risk. Data Integrity Champion: Be a champion on how the Lifecycle team collaborates with other Remote’s teams, building strong partnerships, ensuring scalability, accuracy, and data integrity related to policy adherence. Partner with Product and Engineering on large-scale data initiatives (for example, audits, bulk corrections, migrations, and governance improvements). Safely manage and maintain employee data and confidential information, adhering to established protocols, and ensuring utmost professionalism and discretion in handling and accessing such information. Ensure any AI usage follows Remote’s data handling rules (including what data can or cannot be used in AI tools, when redaction is required, and when human review is mandatory). Knowledge and document management Framework Development: Develop and implement a robust framework for capturing, documenting, and communicating HR T&A policies, legal opinions, and employee guidance. Knowledge Base Oversight: Oversee the creation and improvement of the employee-facing T&A policy knowledge base (including Wiki pages and Help Center articles) to ensure transparency, accuracy, and legal compliance. Documentation standards: Set clear standards for documentation quality (structure, ownership, and update cadence) so the knowledge base remains scalable, consistent, and audit-ready across regions. Change Management: Lead T&A aspects of Change Management projects by identifying the right stakeholders and ensuring that new T&A laws or policy updates are effectively communicated and rolled out to the Lifecycle teams and internal users. Practicals You'll report to: Senior Manager Lifecycle: Time & Attendance Team: Lifecycle Operations - Time & Attendance Location: For this position we welcome everyone to apply Start date: As soon as possible 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 €55.000—€70.000 EUR 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 mental health support services stock options learning budget home office budget & IT equipment budget for local in-person social events or co-working spaces 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.