Senior Manager, Talent Management

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.

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

• The Senior Manager, Talent Management, will be the architect of Remote’s global talent strategy and will be responsible for building from the ground up, a holistic and innovative strategy across Learning & Development (L&D) and Employee Experience (EX) to drive high performance, build future leaders, and enable internal mobility across Remote. This is a hands-on role that will involve both strategic visionary work and also practical application and facilitation.

  This role currently reports to the Chief People Officer, and will lead a small, high-impact team and be a critical input into the systemic infrastructure of the entire employee journey.

What you bring

• Cross-Functional Partnership: Demonstrated success building and maintaining strong, influential partnerships with Talent Acquisition (TA) and People Business Partner (PBP) teams to drive shared talent outcomes
• Global/Remote Experience: Demonstrated success designing and implementing global, fully remote talent programs for a dispersed workforce.
• Analytical Leadership: Proven ability to use workforce analytics to frame complex organizational problems and drive data-backed decisions at the executive level.
• Domain Expertise: Deep practical knowledge of contemporary talent management practices, including succession planning, career pathing, performance calibration, and adult learning principles.
• Program Ownership: Proven ability to move beyond concept development to programmatic, end-to-end execution and measurement.
• Leadership: Experience managing and mentoring a team, by fostering a culture of high performance and continuous improvement.

Key Responsibilities 

I. Talent Strategy & Leadership Development

• Future Leadership Pipeline: Shape and own the company’s approach to developing future leaders, ensuring we have strong, ready-now talent at every level.
• Performance & Succession Integration: Lead Core Talent Processes: Develop and drive company-wide talent management practices, including performance alignment, top-talent identification, succession planning, and internal mobility.
• Strengthen Leadership Capabilities: Design and guide development experiences that support leaders at all levels, ensuring they have the skills and mindset needed for the company’s growth.
• Promote Internal Career Growth: Create structures and practices that encourage employees to explore career paths, grow within the company, and expand their skills

II. Learning & Development (L&D)

• Drive a Learning Strategy: Develop a clear, scalable learning strategy that supports business goals and builds critical capabilities across the organisation for both Individual Contributors (ICs) and People Managers. Within this, design and facilitate curated Senior Leadership programs for our Directors and above
• Deliver High-Impact Learning: Oversee the creation and rollout of learning experiences for employees, managers, and senior leaders that strengthen performance and long-term growth.
• Embed Inclusive Learning Practices: Ensure learning and talent programs reflect principles of equity, inclusion, and belonging.

III. Employee Experience Infrastructure & Communication

• Programmatic Ownership: Own the programmatic end-to-end execution and success metrics for core talent programs, ensuring smooth and engaging delivery across the globe.
• Employee Journey Input: Serve as the functional owner for the L&D and Talent Management input into the broader <