Senior Total Rewards Partner

Qualifications

• 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.

Key Responsibilities

• 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 broader People team members to strengthen strategic business partnering and rewards expertise across the organization.
• 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.

Practicals

• Report to: Director, Total Rewards
• Team: People – Total Rewards
• Location: For this position we welcome everyone to apply, but we will prioritize applications from EMEA and NORAM.
• Start date: As soon as possible

Benefits

• Work from anywhere
• Flexible paid time off
• Flexible working hours (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

Equal Employment Opportunity Statement

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. As an equal employment opportunity employer, it’s important to us that our workforce reflects people of all backgrounds, identities, and experiences; this data will help us stay accountable. We thank you for providing this data, if you choose to.

Not only do we encourage folks from all ethnic groups, genders, sexualities, ages, abilities, disability statuses 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) that meet regularly with the People team. During your interviews and beyond, we ask and encourage anybody who needs an accommodation to request one from the recruiter.