People Business Partner, Employee Relations & Governance

What this job can offer you

The People Business Partner, Employee Relations & Governance will be instrumental in building and maintaining the foundational governance for our global workforce. This is a high-impact role focused on mastering the intersection of policy development, organizational compliance, and complex employee relations (ER) management at scale.

Reporting directly to the Director of People Business Partners, you will own the consistency and fairness of our People practices, lead critical investigations, and drive compliance across diverse global jurisdictions.

You will partner closely with People Business Partners and our legal team, leveraging deep expertise to guide outcomes, mitigate risk, and set new operational standards. This role is essential for ensuring that our growth is underpinned by robust, scalable, and legally sound people management practices.

What you bring

• Proven experience working specifically within a People function, with a primary focus on Employee Relations and Compliance.
• Proven track record of managing and resolving complex ER cases, across multiple jurisdictions.
• Exceptional capability to analyze systemic ER and compliance data, identify underlying risks, trends, and patterns, and translate findings into actionable strategic recommendations for the Director of People Business Partners to proactively inform governance and process improvements.
• Experience advising management on best practices to mitigate legal risk and promote positive employee engagement.
• Demonstrated ability to design, own, and execute the full lifecycle of global People policies (drafting, review, implementation, and maintenance) in partnership with Legal and senior stakeholders.
• Expertise in developing and implementing Standard Operating Procedures (SOPs) and consultation guides that ensure policies are applied consistently, fairly, and are scalable across the organization globally.
• Deep experience serving as the initial consultative and oversight layer for performance structures, effectively managing the first review of probation checks and low-performance flags, and advising managers on complex performance management processes and documentation to mitigate legal risk.
• Proven ability to manage significant projects (e.g., policy implementation, system changes) with cross-functional partners (mainly Legal but also IT, Security, Finance and Payroll).

Key Responsibilities 

Policy Governance, Implementation & Compliance

• Global Policy Governance & Implementation: Own the full lifecycle of People policies. Lead the implementation and cross-functional enhancement of policies, partnering with the Director of People Business Partners and Legal counsel to draft, review, update, and socialize policies, ensuring they are globally compliant and fit for scale.
• Standardization & Consultation: Develop and maintain standardized operating procedures and consultation guides for People team and managers to ensure consistent, fair application of complex policies.
• Serve as the operational owner for processes requiring employee representative body consultation (e.g., policy changes, collective agreements). Prepare necessary documentation, coordinate internal alignment, and partner with Legal and People Business Partners to facilitate consultation processes.

Employee Relations (ER) & Performance System Management

• Systematic Performance Structure Management: Own the operational execution of systematic performance structures. Serve as the initial review and consultative layer for complex or escalated performance management cases.
• Case Leadership & Investigations: Lead and manage the majority of complex or high-risk employee relations cases and formal investigations from intake through resolution, guaranteeing procedural fairness and thorough documentation.
• Operational Escalation: Act as the formal escalation point and first layer of advanced guidance for complex/unresolved issues from the People Operations team, providing advanced guidance and coaching to People Partners on managing intricate ER matters.

Collaboration & Impact

• Risk Reporting & Mitigation: Identify systemic risks, trends, and patterns in ER, performance and compliance data; provide actionable feedback and risk mitigation proposals directly to the Director of People Business Partners to proactively address root causes
• Stakeholder Partnership: Collaborate closely with People Operations, Legal, and other internal departments (e.g., Finance, Security, IT) to ensure integrated, compliant processes.
• Enablement & Training: Develop and, in partnership with People Business Partners, deliver focused training sessions for People Partners and others on critical topics such as fair application of policy, performance management, and compliance best practices.

Practicals

• You'll report to: Director, People Business Partners
• Team: People Team - People Partners
• Location: For this position we welcome everyone to apply.
• Start date: As soon as possible

Remote Compensation Philosophy

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.

The base salary range for this full-time position is $46,500 to $130,850. 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.

Application process

1. Interview with recruiter
2. Interview with future manager
3. Interview with team members (no managers present)
4. Interview with CPO
5. Bar Raiser Interview
6. Prior employment verification check