Lifecycle Knowledge and Compliance Manager - Offboarding

About Remote

Remote is solving global remote organizations’ biggest challenge: employing anyone anywhere compliantly. We make it possible for businesses big and small to employ a global team by handling global payroll, benefits, taxes, and compliance. Check out remote.com/how-it-works to learn more or if you’re interested in adding to the mission, scroll down to apply now.

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.

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. 

All of our positions are fully remote. You do not have to relocate to join us!

What this job can offer you

The role of the K&C manager is vital to Remote's offboarding department, which handles the compliant termination of employment relationships across 100+ countries. This position focuses on managing and enhancing our knowledge base of country-specific termination requirements. The candidate will work closely with our legal teams, EOR specialists, and other stakeholders to maintain accurate documentation of local labor laws. They will create detailed guides for handling various termination scenarios (voluntary resignations, mutual agreements, for-cause terminations) across different jurisdictions. Additionally, this role involves participation in country-specific Memoranda of Advice and documenting employment regulations as Remote expands into new markets, ensuring our global compliance with local employment laws.

What you bring

• Educational Background: Bachelor’s degree in Human Resources, Legal Studies, Business Administration, or a related field.
• Experience: Experience in HR, legal compliance, or knowledge management. Experience in a global HR or legal environment is highly desirable. Experience working in a worldwide HR or legal environment.
• Skills: Strong understanding of international labour laws and HR practices. Excellent written and verbal communication skills. Proficiency in knowledge management systems and tools. Multilingual abilities are a plus.
• Competencies: Analytical thinking and problem-solving. Adaptability and flexibility. Strong interpersonal and relationship-building skills. Ability to manage multiple projects and deadlines simultaneously. Commitment to continuous learning and professional development.
• Writes and speaks fluent English
• It's not required to have experience working remotely, but considered a plus

Key Responsibilities

Knowledge Management:

• Systematic Documentation: Develop and implement a robust (AI / Automated) framework for capturing and documenting HR offboarding practices, legal updates, and customer feedback. A structured approach ensures all documentation is organised, searchable, and accessible.
• Knowledge Base Maintenance: Oversee the improvement of the offboarding knowledge base, including wiki pages, guides, FAQs, and other relevant documentation. Ensure all information is accurate, up-to-date, and easily accessible to both internal teams and external clients.
• Content Creation: Write, review, and update offboarding articles and knowledge pages to reflect current legal standards and best practices. Create new content as needed to address emerging issues or legislative changes. As Remote expands, you will be responsible for writing and updating knowledge pages on new countries. Ensure that all country-specific information is accurate, comprehensive, and compliant with local regulations.
• Product support: Monitor and update resources within the Remote platform. Updating any and all Product features / templates which are automating this know-how in the platform
• Industry Monitoring: Keep abreast of industry trends, legal updates, and HR and labour law best practices. Regularly review professional publications, legal bulletins, and industry reports to stay updated on relevant changes.
• Regular Audits: Conduct regular audits of the knowledge base to identify gaps, outdated information, and areas for improvement. These audits ensure that all content remains accurate, relevant, and compliant with current laws and practices. Implement stringent (automated) quality control measures to maintain the highest standards of accuracy and relevance in all documentation. Develop and enforce guidelines and standards for knowledge documentation.

Collaboration:

• Legal Team Coordination: Work closely with the legal team to stay informed about changes in labour laws and ensure all offboarding processes remain compliant. Meet regularly with legal experts to discuss and integrate new legislative updates into the knowledge base.
• Client Feedback Integration: Collaborate with the CX teams to collect and incorporate client feedback into knowledge resources. Use this input to enhance the relevance and usability of the knowledge base continuously.

Training and Support:

• Team Training: Provide comprehensive training and support to the offboarding team on how to use and contribute to the knowledge base. Develop training materials, conduct sessions, and offer one-on-one guidance. Conduct knowledge-sharing sessions and workshops with the rest of the offboarding team to communicate important updates and best practices. Foster a culture of ongoing learning and improvement among team members.
• Support Materials: Create and maintain user guides, FAQs, and other resources to help team members and clients navigate the knowledge base. Ensure these materials are clear, concise, and user-friendly.
• Ongoing Support: Provide continuous assistance in effectively using knowledge management tools and resources. Be available to answer questions, troubleshoot issues, and provide guidance as needed.

Practicals

• You'll report to: Senior Manager Lifecycle - Offboarding
• Direct reports: NA
• Team: [EOR Operations] - [Lifecycle - Offboarding]
• Location: For this position we welcome everyone to apply, but we will prioritise applications from the following locations as we encourage our teams to diversify: EMEA
• 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 between $41,900 to $94,300 USD. 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 process

1. Interview with Recruiter
2. Written Assignment
3. Interview with Hiring Manager
4. Interview with team members
5. Bar Raiser Interview

#LI-DNP

Benefits

How you’ll plan your day (and life)

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

1. Please fill out the form below and upload your CV with a PDF format.
2. We kindly ask you to submit your application and CV in English, as this is the standardised language we use here at Remote.
3. 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.

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.