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Lifecycle Operations Lead, Time & Attendance

Spain Remote

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.

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.
 
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

This is an exciting time to join Remote and make a personal difference in the global employment space by joining our Employee Lifecycle team.

As a critical extension of our clients’ HR teams, we navigate and advise on the intricate paths of global employment with unmatched speed, expertise, and precision. The vision of the Lifecycle team at Remote is not just about maintaining the gold standard in HR practices; it’s about elevating it, integrating cutting-edge technology solutions, and enriching customer experiences in over 80+ countries. On this team, your work directly influences our ability to sustain and extend our compliance coverage, continuously enhance our customer journeys, and significantly increase our operational capacity. You’re not just part of a team; you’re at the forefront of shaping the future of work, ensuring every interaction is fast, intuitive, and profoundly impactful. Dive into a role where your passion for innovation, commitment to excellence, and drive to make a global difference aligns with our mission to empower organizations worldwide to employ anyone, anywhere — compliantly.

As a Lifecycle Operations Lead: Time & Attendance, you will be responsible for supporting the Lifecycle Time & Attendance (T&A) team on day to day operational challenges including but not limited to workflow design, process improvement, tooling, automations, data management, knowledge management and creation and maintenance of Standard Operating procedures. You will be the point of contact for the team on process, data and tech operational needs.

You will be reporting to the Senior Manager Lifecycle: Time & Attendance.

What you bring

This role focuses on the interpretation, implementation, and governance of T&A policies across global jurisdictions, emphasizing legal compliance and risk mitigation and requires a highly analytical and detail-oriented individual focused on translating complex employment law into clear, compliant, and scalable Time & Attendance policies and procedures.

  • Policy & Compliance Focus: Strong and demonstrable experience working in a large-volume / high-complexity policy, compliance, and employee relations support team across diverse global regions and countries.
  • Legal Interpretation: Strong and demonstrable expertise in analyzing, interpreting, and applying employment legislation related to T&A, with an aptitude for legal review and policy risk mitigation.
  • T&A Context: Experience solving Time & Attendance related challenges is highly desirable.
  • Policy Development: Analytical mindset with an aptitude for and demonstrated ability to draft, implement, and communicate complex global HR policies, consistently ensuring legal compliance and operational clarity.
  • Project Management: Proven ability to successfully manage and complete projects from inception to delivery (covering requirements-gathering, policy design, implementation, and refinement).
  • Metrics & Data: Strong capability and focus on SLA adherence and data-driven decision-making using metrics to identify compliance risks.
  • Scout to scale: Ability to go from “scout to scale”, operating autonomously and turning ambiguity into clear deliverables.
  • Communication & Influence: Excellent communication, influencing, conflict management, and negotiation skills, with the ability to independently lead challenging conversations with stakeholders (Legal, Operations, Leadership).
  • Work Style: An agile, resilient, and customer-centered approach to working in a dynamic, ever-changing environment, with high tolerance for ambiguity and strong self-motivation. Ability to thrive in a fast-paced, international setting, working independently.
  • Culture: Understanding of the importance and value of asynchronous work, with a demonstrated history of both experiencing and advocating for it.
  • Language & Integrity: High level of proficiency in English, both written and spoken. Consistently exhibits high levels of discretion, integrity, professionalism, and confidentiality.
  • Consistently exhibits high levels of discretion, integrity, professionalism, and confidentiality by adhering to Remote's core values: Care, Innovation, Intensity, Transparency and Excellence.
  • Experience working in a startup or high-growth environment; enjoys and understands the need to work largely asynchronously and experience working remotely is considered a plus.

Key Responsibilities

Policy Design, Compliance & Risk Management

  • Governance, risk & controls: Establish and maintain operational governance for high-risk T&A domains (for example, working time rules, overtime, sick leave, and leave policy exceptions). Define controls, escalation paths, and quality checks to reduce compliance risk and employee impact.
  • Policy Implementation: Design and implement global HR policies and procedures specific to Time & Attendance (e.g., leave, attendance, overtime, working time directives), ensuring they align with local employment legislation.
  • Regulatory Monitoring: Pro-actively monitor changes in global employment legislation relevant to T&A, advising T&A leadership and Legal on necessary policy updates and implementation timelines.
  • SME Advisory: Act as the Policy Subject Matter Expert (SME) for the T&A function, advising Operations, Product, and Engineering on the correct legal interpretation to embed into our platform, processes, and tools, including AI-assisted experiences and automation features where appropriate.
  • Country Expansion: Support Time & Attendance teams on new country expansions by coordinating and mapping out key T&A policy events and legal dependencies across internal and external stakeholders.

Process and workflow design

  • Design and update complex process maps, workflows and standards operating procedures with regard to Lifecycle Time & Attendance operations, as required from ongoing feedback and quarterly initiative towards Lifecycle goals.
  • Pro-actively identify automation and process improvement opportunities to workflow and product features working closely with Time & Attendance leadership, clearly impacting the value the Lifecycle team is adding to Remote’s customers and employees.
  • Support Time & Attendance teams on new country expansions by coordinating and mapping out key Lifecycle events and dependencies across internal and external stakeholders.

Tooling

  • Act as Lifecycle Ops teams’ point of contact for Remote-wide initiatives impacting our tool-stack, ensure that Lifecycle input supports Remote overall goals and Remote-wide initiatives are properly rolled-out in Lifecycle organization.
  • Actively support Lifecycle Ops teams with tool debuging, integration, automation and optimization. Identify opportunities to further leverage/ consolidate existing tools or implement new tools to meet non-addressed needs.
  • Identify, pilot, and scale AI-enabled workflow improvements — including triage support, knowledge retrieval, policy drafting assistance, and automation — with defined success metrics and human-in-the-loop controls where required.
  • Champion responsible AI use: ensure any AI application in T&A operations complies with Remote's data handling rules, including data redaction requirements and mandatory human review triggers.
  • Manage Lifecycle Ops teams' technical and automation requirements with our tool-stack. Our current tool-stack includes Zendesk, Kissflow, Juro, Docusign, Google Workspace and any new 3rd party tools that will help the teams deliver better on their operations.
  • Coordinate with Remote’s Product and Engineering teams to translate ideas discovered in Time & Attendance teams Lessons Learned process into product features, automation and improvements requests.

Data management, analysis and reporting

  • Risk Analysis: Analyze T&A operational data and metrics (reports/dashboards) to identify areas of policy non-compliance or high employee risk (e.g., high policy exception rates, recurring T&A disputes) and recommend policy or training solutions.
  • Reporting & dashboards: Configure and maintain operational dashboards and recurring reporting (for example, SLA, backlog, compliance risk indicators), and partner with leadership on action plans.
  • KPIs & decision support: Own the definition and continuous improvement of T&A operational KPIs, and convert insights into concrete actions that improve service health and reduce risk.
  • Data Integrity Champion: Be a champion on how the Lifecycle team collaborates with other Remote’s teams, building strong partnerships, ensuring scalability, accuracy, and data integrity related to policy adherence.
  • Partner with Product and Engineering on large-scale data initiatives (for example, audits, bulk corrections, migrations, and governance improvements).
  • Safely manage and maintain employee data and confidential information, adhering to established protocols, and ensuring utmost professionalism and discretion in handling and accessing such information.
  • Ensure any AI usage follows Remote’s data handling rules (including what data can or cannot be used in AI tools, when redaction is required, and when human review is mandatory).

Knowledge and document management

  • Framework Development: Develop and implement a robust framework for capturing, documenting, and communicating HR T&A policies, legal opinions, and employee guidance.
  • Knowledge Base Oversight: Oversee the creation and improvement of the employee-facing T&A policy knowledge base (including Wiki pages and Help Center articles) to ensure transparency, accuracy, and legal compliance.
  • Documentation standards: Set clear standards for documentation quality (structure, ownership, and update cadence) so the knowledge base remains scalable, consistent, and audit-ready across regions.
  • Change Management: Lead T&A aspects of Change Management projects by identifying the right stakeholders and ensuring that new T&A laws or policy updates are effectively communicated and rolled out to the Lifecycle teams and internal users.

Practicals

  • You'll report to: Senior Manager Lifecycle: Time & Attendance
  • Team: Lifecycle Operations - Time & Attendance
  • Location: For this position we welcome everyone to apply
  • Start date: As soon as possible

 

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.

The annual salary range for this full-time position is

€55.000 - €70.000 EUR

Benefits

Our full benefits & perks are explained in our handbook at remote.com/r/benefits. As a global company, each country works differently, but some benefits/perks are for all Remoters:
  • 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

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.

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. 

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When you apply to a job at Remote on this site, the personal data contained in your application will be collected by Remote, which consists in a network of legal entities. However, for data protection purposes the entities in control of all personal data processed in connection with your application are:

  • Remote Europe Holding, B.V., a company registered in the Netherlands under number 7403597, at Kraijenhoffstraat 137A, 1018RG Amsterdam, The Netherlands; and
  • Remote Technology Services, Inc., a company registered in the United States of America under number 7988145 at 2261 Market St STE 86540 San Francisco, CA 94114;

collectively referred to as 'Controller'.

Controller’s data protection is handled by our Data Protection Officer, who can be contacted at dpo@remote.com. Your personal data will be processed under Regulation (EU) 2016/679 (General Data Protection Regulation - GDPR) for the purposes of managing the Controller’s recruitment related activities, which include setting up and conducting interviews and tests for applicants, evaluating and assessing the results thereto, and as is otherwise needed in the recruitment and hiring processes. Such processing is legally permissible under Art. 6(1)(f) of GDPR as necessary for the purposes of the legitimate interests pursued by the Controller, which are the solicitation, evaluation, and selection of applicants for employment.

Your personal data will be stored with Greenhouse Software, Inc., a cloud services provider located in the USA and engaged by the Controller to help manage its recruitment and hiring process on the Controller’s behalf. Accordingly, if you are located in the EU, your personal data will be transferred to the United States once you submit it through this website. Greenhouse Software, Inc. is an active participant in the EU-U.S. Data Privacy Framework program**.**

We'll review your public LinkedIn profile, and this may influence our decision to proceed with your application.

If your application is successful, the Controller will make an offer for employment which may be conditional on you passing a few additional checks, such as an ID verification check and employment history check. We conduct these checks via Veremark Ltd (United Kingdom) and Persona Identities, Inc. (USA). You will receive an additional notice if and when the Controller requires these checks.

Your personal data will be retained by the Controller as long as the Controller determines it is necessary for its legitimate interest under 6(1)(f) of GDPR ****(to evaluate your suitability for the role you are applying for) but in any event for no longer than a year.

Under GDPR, you have the right to request access to your personal data, to request that your personal data be rectified or erased, and to request that processing of your personal data is restricted. You also have the right to object and the right to lodge a complaint with a data protection authority.

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This Notice at Collection describes the categories of personal information that Remote ("the Business") collects about California residents in their capacity as job applicants and the purposes for which that information is used.

Categories of Personal Information Collected

We collect the following categories of personal information:

  • Personal identifiers: Such as your name, email address, phone number, Linkedin profile, country and city, IP address.
  • Professional or Employment-Related Information: Such as your resume/CV, cover letter, work history, professional references, information about skills and abilities, accomplishments and awards, training and development information, performance evaluation information, previous employment information and employment termination information.
  • Work eligibility information: Such as work eligibility status, existence of a non-compete.
  • Other information: Job interview notes, transcripts, assessment results, evaluation related to your application and any other information you provide in connection with the recruitment process.
  • Education Information: Such as degrees, diplomas, certifications, and educational background.
  • Geolocation information: Such as IP addresses from which we can determine your general location.

Sensitive Personal Information

  • Protected characteristics: Such as sex, pronouns, disability status, race, gender identity through voluntary self-disclosure.
  • Physical or Biological information: If we use video interviewing tools, we may process your audio and visual information.
  • Precise geolocation: Derived from your IP address (if precise)

Remote does not sell or share any of the categories of personal information listed above.

Purposes for Collection and Use

The information above is collected and used for the following purposes:

  • Recruiting and Hiring: To evaluate your qualifications for the position for which you applied and to communicate with you throughout the application process.
  • Inclusive Hiring: To ensure our hiring process is inclusive, complies with applicable law and regulations, and that people of all backgrounds are represented in our talent pool.
  • Verification: To verify your candidacy information, identity and legal right to work in respective country. Employment verification involves contacting past employers and may also include contacting listed references.
  • Legal Compliance: To comply with applicable law and regulations including state and federal laws, such as equal employment opportunity reporting requirements.
  • Security: To prevent and detect fraud and investigate security incidents.

Selling or Sharing of Personal Information

Remote does not "sell" or "share" (as those terms are defined by the CCPA) the personal information of job applicants to third parties. We only disclose specific pieces of information to service providers (e.g. Greenhouse) for the specific business purposes described above.

Retention Periods

We retain all categories of personal information for as long as is reasonably necessary to fulfill the recruiting and hiring purpose for which it was collected but in any event for no longer than a year, or as required by applicable law.

Your Rights and More Information

For more details on your rights under the California Consumer Privacy Act—including your Right to Know, Right to Delete, and Right to Correct—please visit our CCPA/CPRA Privacy Policy.

Third Parties that Control the Collection of Personal Information

In some instances, not only Remote may control the collection of your personal information as job applicant. For certain parts of the application process, the following third parties may control the collection of your data:

Successful Application Checks: If your application is successful, Remote will make an offer for employment which may be conditional on you passing additional checks.

ID and Employment Verification: These checks, including ID verification and employment history, are conducted via Veremark Ltd (United Kingdom) and Persona Identities, Inc. (USA).

Direct Collection: These third parties may control the collection of personal information directly from you to perform these specific verification services.

Additional Notice: You will receive an additional notice (Notice at collection) from the these third parties if and when Remote requires these specific checks.

Cooperation: These third party service providers are required by contract to cooperate with Remote to enable your CCPA rights.

Voluntary Self-Identification Questions

Voluntary Self-Identification

Remote is an Equal Employment Opportunity employer and as such it’s important to us that our workforce reflects people of all backgrounds, identities, and experiences.Through the below self-identification survey, we invite you to share your demographic information.

This information will be used to ensure that our hiring process is inclusive and that people of all backgrounds are represented in our talent pool.

All answers are anonymous and will not be tied to your job application or candidate profile.
The data will be aggregated and only used internally to inform our hiring strategies and processes to ensure we are actively working toward creating access to opportunities among under-represented groups and increasing our teams’ diversity. 

The access to the collected data is limited on a need-to-know basis.
These questions are optional and voluntary, and will not have any impact on hiring outcomes.

Visit the Remote Handbook to read more about how diversity, equity, and inclusion are a way of life at Remote.

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