With Innovation as one of the core values, we have built Automation and AI capabilities into the requirements for every role.
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.
As a GP Incident & Risk Lead, you will spearhead the strategic development and execution of global payroll risk and incident management. You’ll lead critical programs to enhance our risk posture, drive resolution of high-impact incidents and partner across teams to embed risk-aware thinking into everyday operations.
You’ll mentor team members, evolve our frameworks, and directly influence how Remote grows with control and confidence. This is a high-visibility leadership role for someone who thrives on complexity, collaboration and continuous improvement.
What you bring- Proven extensive experience in payroll risk management, incident response, compliance, or operations management preferably in global payroll, finance, SaaS or regulated industries.
- Demonstrated ability to lead incident response and implement sustainable, data-driven solutions.
- Expertise in designing and scaling risk governance frameworks and tools.
- Experience mentoring or managing others in a distributed, remote-first environment.
- Strong project management skills with the ability to lead cross-functional initiatives end-to-end.
- Excellent communication and influence skills, including experience presenting to senior stakeholders.
- High emotional intelligence, sound judgment, and comfort operating in ambiguity and complexity.
- Familiarity with tools like Notion, Monday.com and RCA methodologies (e.g., 5 Whys, Fishbone) is a plus.
Strategic Risk Management & Governance
- Design and oversee the execution of global risk management frameworks for payroll operations, new product features and market expansion.
- Own and evolve the global payroll risk register, ensuring real-time visibility of critical risks and mitigation plans.
- Lead cross-functional risk assessments with Legal, Product, Payroll Ops and other operational teams to align on emerging threats and regulatory changes.
- Drive the strategic use and evolution of the Country Maturity Matrix and other risk scoring tools.
- Oversee quarterly and ad-hoc risk assessments, ensuring accurate, scalable processes and actionable outputs.
- Provide insight into key risk trends, contributing to strategic planning and audit readiness.
Incident Leadership & RCA Excellence
- Serve as the escalation point and lead coordinator for complex or high-impact payroll incidents globally.
- Establish scalable, high-trust processes for triaging, investigating, resolving, and learning from incidents.
- Lead and coach teams through Root Cause Analysis (RCA), ensuring consistency, quality, and accountability across the organization.
- Own and optimize the incident & RCA database, enabling proactive trend identification and strategic learning.
- Liaise with senior leadership and stakeholders on incident impact, resolution progress, and post-incident improvements.
Culture of Continuous Improvement
- Translate incident data, operational feedback and audit findings into cross-functional improvement initiatives.
- Collaborate with Product, Engineering, and Payroll Ops to implement system/process fixes that reduce recurrence and enhance control.
- Champion the integration of risk-aware thinking into daily team operations and decision-making.
Team Enablement & Leadership
- Mentor and develop Specialists and Managers in risk assessment, incident handling, and RCA facilitation.
- Design and deliver training sessions and simulation exercises to upskill teams in risk and incident practices.
- Foster a culture of transparency, accountability and continuous learning across the Payroll Strategy & Compliance team and wider Payroll team.
- You'll report to: Manager, GP Strategy & Compliance
- Team: Payroll Strategy & Compliance (PS&C)
- Location: For this position we welcome everyone to apply, but we will prioritize applications from the following locations as we encourage our teams to diversify; EMEA
- Start date: As soon as possible
- Interview with recruiter
- Interview with future manager
- Interview with Senior Manager
- Bar Raiser Interview
- Prior employment verification check
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.
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.
- work from anywhere
- flexible paid time off
- flexible working hours (we are 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
We work async at Remote which means you can plan your schedule around your life (and not around meetings). Read more at remote.com/async.
You will be empowered to take ownership and be proactive. When in doubt you will default to action instead of waiting. Your life-work balance is important and you will be encouraged to put yourself and your family first, and fit work around your needs.
If that sounds like something you want, apply now!
How to apply- Please fill out the form below and upload your CV with a PDF format.
- We kindly ask you to submit your application and CV in English, as this is the standardised language we use here at Remote.
- If you don’t have an up to date CV but you are still interested in talking to us, please feel free to add a copy of your LinkedIn profile instead.
Not only do we encourage folks from all ethnic groups, genders, sexuality, age, abilities, disability status 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) who meet regularly with the People team. During your interviews and beyond, we ask & encourage anybody who needs an accommodation to request one from their recruiter.
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 below. As an equal employment opportunity employer it’s important to us that our workforce reflects people of all backgrounds, identities, and experiences and this data will help us to stay accountable. We thank you for providing this data, if you chose to.
At Remote, we embrace AI as a valuable tool while prioritizing human creativity and authenticity. We look forward to meeting candidates who balance innovation with genuine expertise and experience. To learn more about Remote's AI guidelines check see here.
Please note we accept applications on an ongoing basis.
