Senior Product Manager, Benefits

Remote-EMEARemotesenior

Product ManagementSenior Product Manager

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Quick Summary

Key Responsibilities

you default to ingesting a customer's existing reality, and anticipating their future needs (their broker, their carrier, their HRIS) rather than forcing them onto a fixed set of embedded partners.

Technical Tools

Product ManagementSenior Product Manager

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!

Benefits at Remote is becoming the provider-agnostic, payroll-correct, compliance-monitored infrastructure layer that sits underneath every way Remote employs someone — Employer of Record, global payroll, PEO — and, increasingly, underneath any external HR system a customer brings. It stops being a standalone module people click through and becomes a layer other systems build on top of: invisible when it works, indispensable when it doesn't.

What We Offer

~2 min read

✓Strong technical fluency: you can read a data-mapping spec, reason about sync and reconciliation logic, and hold your own in a design conversation with engineers about idempotency, settlement thresholds, or migration sequencing.

✓Drive the roadmap for how Remote connects to carriers, third-party administrators, benefits administration platforms, and customers' own HR systems — deciding where we build deeper integrations, where we consolidate, and where we offboard partners that no longer fit.

✓Own the longer-term shift from fragmented, product-specific benefits tooling toward one administration platform, one cost-ingestion pipeline, and one consistent experience across Employer of Record, global payroll, and PEO.

✓Break strategy into a roadmap that's legible to engineering, operations, and leadership, and keep every investment tied to one bar: does it make a pay run more correct, keep Remote compliant, or help win or retain a customer.

✓Own the vision for consistent benefits behavior across Employer of Record, global payroll, and PEO, and for customers who bring their own HR system, so cost, eligibility, and enrollment data flow the same way regardless of employment model or where the data originates.

✓Push proactive, systematic compliance monitoring as a real product surface rather than something discovered when a regulator or customer flags it.

✓Identify and close the gaps that today force teams or customers to reconcile benefits data manually across products.

✓work from anywhere

✓flexible paid time off

✓flexible working hours (we are async)

✓16 weeks paid parental leave

✓budget towards co-working spaces, learning and wellness (including gym memberships)

✓mental health support services

✓stock options

✓home office budget & IT equipment

Responsibilities

~1 min read

Drive initiatives such as migrating benefit costs onto a unified payroll system across multiple carrier and broker paths, standing up retirement plan administration, building provider-agnostic cost ingestion (bring-your-own-broker), and making benefits data from clients' HR systems land correctly in payroll — from design through go-live.
Own test planning, end-to-end validation, and go-live readiness for these migrations, partnering closely with engineering.
Run the standard process for activating new countries and partners end to end: requirements, integration, carrier onboarding, and rollout.
Enable sales and implementation on benefits processing and set up - via AI tools to support workflows and code-connected agents to verify provider availability, system behavior and expected outcomes.

Be the escalation point for benefit-cost data incidents (e.g. under-collection, discrepancies between offer and payroll), driving root-cause analysis, remediation, and durable fixes rather than one-off patches.
Champion systemic tooling — discrepancy reporting, unmapped-cost alerting, reconciliation infrastructure — so issues surface before they hit employees or payroll.

Own the full lifecycle of benefits partners: sourcing and evaluation, technical integration, performance monitoring, and offboarding when a partnership is sunset.
Partner with the Partnerships team on commercial terms and represent Product as the technical subject-matter expert with carriers and platforms.

Evangelize the roadmap and process changes across Product, Engineering, Payroll Operations, Finance, and Partnerships.
Lead by example on asynchronous, transparent collaboration.

You'll report to: Director of Product, Payroll
Team: Product Management
Location: Any location, any timezone

Interview with recruiter
Interview with hiring manager
Live Session
Team Interview
Bar Raiser interview
Offer + Employment Verification Checks

#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 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

$59,900—$151,650 USD

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!

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.