HR AI & Automation Operations Lead
Overview
About Remote
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.
Step into the exciting role of HR AI and Automation Operations Lead, a position that offers a dynamic blend of operational and technical
streamlining complex workflows and leveraging AI to drive impact on massive volumes of data, tasks and customer needs.
In your capacity as HR AI and Automation Operations Lead,
Requirements
within the EOR Operations vertical.
EOR Operations teams help Remote customers and their employees navigate the employment journey with speed, ease, consistency, responsiveness, and care. In support of our mission,
design and implement intelligent automation systems that connect data across platforms, eliminate manual tasks, and enable scalable, high-performance operations on a global stage. This role sits at the intersection of HR, technology, and process excellence
- ideal for someone passionate
be part of a peer group supporting our globally distributed HR Operations teams and partner with cross-functional teams in Operations, Product, Design, Engineering and IT.
Come and join us as a critical partner to enable Remote's operations as we continue to scale!
- Automation Strategy & Ownership:
- Use customer and employee feedback, alongside operational data and insights, to inform improvements to the HR experience, quality, and outcomes.
- Align initiatives with departmental strategic objectives and provide expert judgement on risk, compliance, and scalability, ensuring statutory and employment-related regulatory requirements are embedded directly into automation and system design decisions.
- Scope and deliver as the Directly Responsible Individual (DRI) multi-phase initiatives across process redesign, tooling, and change management from planning, prototype, launch and optimization.
- Use customer and employee feedback, alongside operational data and insights, to inform improvements to the HR experience, quality, and outcomes.
- Align initiatives with departmental strategic objectives and provide expert judgement on risk, compliance, and scalability, ensuring statutory and employment-related regulatory requirements are embedded directly into automation and system design decisions.
- Scope and deliver as the Directly Responsible Individual (DRI) multi-phase initiatives across process redesign, tooling, and change management from planning, prototype, launch and optimization.
- Workflow Optimization & System Integration:
- Map operational processes, identify bottlenecks, and architect end-to-end automated workflows that increase speed, accuracy, and scalability.
- Build and maintain data pipelines via native connectors or APIs across HRIS, case management, payroll, and other tools to ensure seamless data flow, event triggers and reporting.
- Map operational processes, identify bottlenecks, and architect end-to-end automated workflows that increase speed, accuracy, and scalability.
- Build and maintain data pipelines via native connectors or APIs across HRIS, case management, payroll, and other tools to ensure seamless data flow, event triggers and reporting.
- Low-Code Development & AI Implementation:
- Leverage low-code/no-code platforms (like Zapier, Make, Retool, n8n or similar) to prototype and deploy rapid automations.
- Deploy and govern AI tools or agents (e.g., for document processing, query triage, policy guidance, data auditing) that enhance efficiency, compliance and user experience.
- Design and Implement multi-agent patterns (e.g. maker/checker setups, routing to specialised agents) and governance policies (e.g. retries, fallbacks, guardrails), embedding appropriate human oversight in employment-related workflows to ensure compliant and responsible AI deployment.
- Build and maintain automation observability and governance (e.g. tracing, logging, agent runs evaluation) including access controls and auditability suitable for HR data.
- Leverage low-code/no-code platforms (like Zapier, Make, Retool, n8n or similar) to prototype and deploy rapid automations.
- Deploy and govern AI tools or agents (e.g., for document processing, query triage, policy guidance, data auditing) that enhance efficiency, compliance and user experience.
- Design and Implement multi-agent patterns (e.g. maker/checker setups, routing to specialised agents) and governance policies (e.g. retries, fallbacks, guardrails), embedding appropriate human oversight in employment-related workflows to ensure compliant and responsible AI deployment.
- Build and maintain automation observability and governance (e.g. tracing, logging, agent runs evaluation) including access controls and auditability suitable for HR data.
- Data Analytics & Insights:
- Develop and maintain fit-for-purpose operational data models to support reporting, audit, compliance and data integrity initiatives within HR Operations.
- Build and iterate on HR Operations analytics dashboards and reports (e.g. data audits, performance metrics) using SQL and BI tools such as Tableau or Sigma.
- Develop and maintain fit-for-purpose operational data models to support reporting, audit, compliance and data integrity initiatives within HR Operations.
- Build and iterate on HR Operations analytics dashboards and reports (e.g. data audits, performance metrics) using SQL and BI tools such as Tableau or Sigma.
- Leadership & Team Enablement:
- Foster strong cross-functional collaboration and support effective change management, training, adoption and continuous improvement of AI & Automation driven solutions.
- Serve as a technical lead for AI & Automation within the Ops departments, contributing to the evolution of best practices and ways of working.
- Mentor and guide junior team members, supporting capability uplift and operational maturity across the department.
- Foster strong cross-functional collaboration and support effective change management, training, adoption and continuous improvement of AI & Automation driven solutions.
- Serve as a technical lead for AI & Automation within the Ops departments, contributing to the evolution of best practices and ways of working.
- Mentor and guide junior team members, supporting capability uplift and operational maturity across the department.
- You'll report to: EOR Operations
- Team: Several sub-teams are hiring for this role. Team alignment will be discussed and finalized during hiring process
- Location: LATAM or Eastern Europe
- Start date: As soon as possible
- Interview with recruiter
- Interview with future manager
- Interview with team member or cross-functional colleague
- Interview with Director
#LI-DNP
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