What this job can offer youThe Total Rewards Specialist will play a critical role in supporting the implementation and administration of Remote's Total Rewards programs. Leveraging high analytical skills and attention to detail, this role will assess and optimise our Total Rewards strategy, contributing to attracting and retaining top talent while ensuring competitive total rewards practices. This role will collaborate with various departments and People Team stakeholders, contributing to maintain a fair and equitable total rewards structure that aligns with Remote's business goals and fosters employee engagement.What you bringPrevious experience (typically 4+ years) in total rewards analytical roles, including exposure to the complexities of diverse markets on an international scaleDemonstrated analytical skills with the ability to interpret data, identify trends, and make data-driven recommendationsHigh level of integrity and ability to handle sensitive and confidential information.Detail-oriented and highly organised, with the ability to manage multiple tasks and meet deadlines effectively.Previous experience in supporting rewards programs, such as performance and salary review cycles, promotions cycles and equity refreshers, including budgeting processes.Excellent communication and presentation skills, with the ability to effectively convey complex information to various audiences.Writes and speaks fluent English.Experience using g-suite is an advantage (g-sheets in particular)Start-up/Scale-up or tech industry experience would be an advantage.It's not required to have experience working remotely, but considered a plus.Key responsibilitiesConduct market research and benchmarking to assess the competitiveness of Remote's total rewards structure.Analyse quantitative and qualitative data, understand Remote's strategy and business needs to provide insights that support decision-making.Analyse salary data and industry trends to provide recommendations for salary ranges, geo-tiering, and compensation adjustments to maintain internal equity and market competitiveness.Continuously explore opportunities for enhancing total rewards processes and data analysis methodologies to drive continuous improvementBe the primary point of contact for all total rewards requests for data, ensuring timely solutions to stakeholders on all total rewards-related questions and concerns.Support the wider People team, managers and leaders in understanding and navigating total rewards-related matters.Develop and maintain rewards policies, guidelines, and communication materials for total rewards programs and changes.Provide guidance to the People team and managers on job assessment processes and ensure consistent application of Job Architecture and Levelling systems.PracticalsYou'll report to:Director of Total RewardsTeam:PeopleLocation: Anywhere in the worldStart date:As soon as possibleRemote Compensation PhilosophyRemote's Total Rewards philosophy is to ensure fair, unbiased compensation and fairequitypayalong 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 $35,200 - $79,200. 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.Application processInterview with recruiterInterview with future managerInterview with team members (no managers present)Interview with People Enablement Partner or FPA team peerPrior employment verification check
