The Senior Lifecycle Specialist, Employee Relations & Transitions independently manages all employee exits for Remote’s external employees with a focus on legal compliance, excellent quality and providing delightful customer service. Additionally, the specialist provides first-level Employee Relations support, guiding clients through workplace concerns and coordinating appropriate resources.<\/p>\n
As part of a larger employee Lifecycle team, the Senior Specialist is also expected to drive process improvements and initiatives in line with Remote’s strategic goals and values.<\/p>\n
What you bring<\/p>\n
\tExtensive experience as an HR Advisor or HR Business Partner, with generalist HR competencies and exposure across the employee lifecycle.
\n\tTertiary qualifications in HR, labour relations or paralegal studies considered a plus.
\n\tProven experience independently managing voluntary and involuntary exits with care, sensitivity and legal compliance, and providing comprehensive HR advice across employment laws and regulations in EMEA, APAC and AMER.
\n\tStrong understanding of employee relations principles, progressive discipline approaches and workplace investigation fundamentals.
\n\tDemonstrated ability to partner effectively with multiple stakeholders including Legal, Payroll and Time and Attendance teams.
\n\tAbility to interpret and apply industrial instruments, analyze complex HR issues, undertake research, translate findings into usable resources, and communicate practical solutions when operating in ambiguous environments
\n\tSuperior communication, influencing, conflict management and negotiation skills, with the ability to independently lead difficult conversations to positive outcomes while maintaining professionalism and confidentiality.
\n\tAppetite to innovate and optimize processes, continually identifying opportunities for automation and championing best practice.
\n\tStrong operational efficiency, with an understanding of the importance of thorough record keeping and data integrity.
\n\tTech savvy, with proficiency in Notion, Slack, GSuite and Zendesk, and the ability to collaborate asynchronously and adapt to evolving systems.
\n\tAbility to work autonomously and cohesively in a fast paced, asynchronous, remote and international environment while balancing multiple priorities. Willingness to work flexible hours as needed.
\n\tProactive and self motivated with a strong sense of ownership and accountability, and the ability to inspire others.
\n\tMust be fluent in written and spoken English, with additional languages considered a plus.<\/p>\n
Key Responsibilities<\/p>\n
\tManage and resolve complex end-to-end employee exits with minimal supervision across multiple international jurisdictions, prioritizing a superior offboarding experience for Remote’s clients and employees.
\n\tProvide sound and trusted guidance with an elevated level of knowledge on key jurisdictions, and manage clients’ requests on various HR matters, including but not limited to termination, resignation and transfer procedures, employment contracts, and redundancy processes, ensuring legal compliance and best practices.
\n\tIndependently lead and facilitate meetings with clients and external employees, including but not limited to workforce reduction consultation meetings, administrative hearings, negotiations in separations and settlements, providing guidance on terminations, and delivering termination outcomes.
\n\tInfluence and negotiate positive outcomes in complex terminations, successfully navigating and directing multiple stakeholders with competing interests through a complicated, involved and sometimes lengthy process.
\n\tLiaise with and coordinate various internal and external stakeholders to ensure compliance in offboarding activities and audits, including but not limited to payroll, legal counsel, government bodies, and trade unions.
\n\tDraft, tailor and administer all termination and supplementary documents with accuracy and attention to detail, ensuring employee records are maintained with strict adherence to privacy and confidentiality regulations.
\n\tProcess offboarding on Remote’s internal HRIS platform, collaborating with various internal stakeholders, such as Customer Success, Legal, Payroll, Benefits, Time and Attendance, among other verticals, to ensure all aspects of the employee exit are administered correctly and promptly.
\n\tAct as the first point of informal escalation as a trusted colleague with good judgment, by way of providing expertise, mentoring and guidance to more junior team members.
\n\tProvide comprehensive guidance on Remote’s Employee Relations resources, helping clients navigate complex workplace scenarios.
\n\tConduct thorough preliminary assessments of workplace concerns, identifying key facts, applicable local regulations, and potential paths forward.
\n\tServe as a trusted resource for internal and external stakeholders on employee relations matters, ensuring appropriate handling of complex cases.
\n\tGuide clients in understanding progressive disciplinary approaches, documentation requirements, and best practices for handling difficult situations.
\n\tTrack and monitor ongoing employee relations cases, ensuring timely follow-up and appropriate coordination with relevant stakeholders.
\n\tBe the subject-matter expert and proactively resolve internal and external queries on all offboarding and first-level employee relations matters in conjunction with Lifecycle’s internal stakeholders.
\n\tActively identify opportunities, advocate for and drive process improvements, automation, product development and overall customer and employee experience through the offboarding and employee relations processes.
\n\tDetermine methods, procedures and standards on new assignments. Exercise judgment in selecting methods, evaluating, adapting complex techniques and evaluation criteria for obtaining results taking into account wider Lifecycle and Remote needs.<\/p>\n
Apply Through:<\/p>\n
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