Remote Technology, Inc.

• Manage and resolve end-to-end employee exits across multiple international jurisdictions, prioritizing a superior offboarding experience for Remote's clients and their employees. • Provide sound guidance and manage clients' requests on various HR matters, including but not limited to termination, resignation and transfer procedures, employment contracts, and redundancy processes, ensuring legal compliance and best practices. • Lead and facilitate meetings with clients and external employees, including but not limited to workforce reduction consultation meetings, administrative hearings, negotiations in separations and settlements, providing guidance on terminations, and delivering termination outcomes. • Influence and negotiate positive outcomes in complex terminations, balancing multiple stakeholders with competing interests. • Liaise with and coordinate various internal and external stakeholders to ensure compliance in offboarding activities and audits, including but not limited to payroll, legal counsel, government bodies, and trade unions. • Draft, tailor and administer all termination and supplementary documents with accuracy and attention to detail, ensuring employee records are maintained with strict adherence to privacy and confidentiality regulations. • Process offboarding on Remote's internal HRIS platform, collaborating with various internal stakeholders, such as Customer Success, Legal, Payroll, Benefits, Time and Attendance, amongst other verticals, to ensure all aspects of the employee exit are administered correctly and promptly. • Be the subject-matter expert and respond to internal and external queries on all offboarding matters in conjunction with Lifecycle's internal stakeholders. • Navigate clients through Remote's Employee Relations resources and guides, helping them understand applicable policies and processes. • Conduct preliminary assessment of workplace concerns, identifying key facts and applicable local regulations. • Coordinate with internal and external stakeholders to ensure appropriate handling of employee relations matters. • Support clients in understanding progressive disciplinary approaches and documentation requirements. • Monitor ongoing employee relations cases, ensuring timely follow-up and coordination with relevant stakeholders. • Actively identify opportunities for and contribute to process improvements, automation, product development and overall customer and employee experience through the offboarding and employee relations processes.

• Manage and resolve end-to-end employee exits across multiple international jurisdictions, prioritizing a superior offboarding experience for Remote's clients and their employees. • Provide sound guidance and manage clients' requests on various HR matters, including but not limited to termination, resignation and transfer procedures, employment contracts, and redundancy processes, ensuring legal compliance and best practices. • Lead and facilitate meetings with clients and external employees, including but not limited to workforce reduction consultation meetings, administrative hearings, negotiations in separations and settlements, providing guidance on terminations, and delivering termination outcomes. • Influence and negotiate positive outcomes in complex terminations, balancing multiple stakeholders with competing interests. • Liaise with and coordinate various internal and external stakeholders to ensure compliance in offboarding activities and audits, including but not limited to payroll, legal counsel, government bodies, and trade unions. • Draft, tailor and administer all termination and supplementary documents with accuracy and attention to detail, ensuring employee records are maintained with strict adherence to privacy and confidentiality regulations. • Process offboarding on Remote's internal HRIS platform, collaborating with various internal stakeholders, such as Customer Success, Legal, Payroll, Benefits, Time and Attendance, amongst other verticals, to ensure all aspects of the employee exit are administered correctly and promptly. • Be the subject-matter expert and respond to internal and external queries on all offboarding matters in conjunction with Lifecycle's internal stakeholders. • Navigate clients through Remote's Employee Relations resources and guides, helping them understand applicable policies and processes. • Conduct preliminary assessment of workplace concerns, identifying key facts and applicable local regulations. • Coordinate with internal and external stakeholders to ensure appropriate handling of employee relations matters. • Support clients in understanding progressive disciplinary approaches and documentation requirements. • Monitor ongoing employee relations cases, ensuring timely follow-up and coordination with relevant stakeholders. • Actively identify opportunities for and contribute to process improvements, automation, product development and overall customer and employee experience through the offboarding and employee relations processes.

• Manage and resolve end-to-end employee exits across multiple international jurisdictions, prioritizing a superior offboarding experience for Remote's clients and their employees. • Provide sound guidance and manage clients' requests on various HR matters, including but not limited to termination, resignation and transfer procedures, employment contracts, and redundancy processes, ensuring legal compliance and best practices. • Lead and facilitate meetings with clients and external employees, including but not limited to workforce reduction consultation meetings, administrative hearings, negotiations in separations and settlements, providing guidance on terminations, and delivering termination outcomes. • Influence and negotiate positive outcomes in complex terminations, balancing multiple stakeholders with competing interests. • Liaise with and coordinate various internal and external stakeholders to ensure compliance in offboarding activities and audits, including but not limited to payroll, legal counsel, government bodies, and trade unions. • Draft, tailor and administer all termination and supplementary documents with accuracy and attention to detail, ensuring employee records are maintained with strict adherence to privacy and confidentiality regulations. • Process offboarding on Remote's internal HRIS platform, collaborating with various internal stakeholders, such as Customer Success, Legal, Payroll, Benefits, Time and Attendance, amongst other verticals, to ensure all aspects of the employee exit are administered correctly and promptly. • Be the subject-matter expert and respond to internal and external queries on all offboarding matters in conjunction with Lifecycle's internal stakeholders. • Navigate clients through Remote's Employee Relations resources and guides, helping them understand applicable policies and processes. • Conduct preliminary assessment of workplace concerns, identifying key facts and applicable local regulations. • Coordinate with internal and external stakeholders to ensure appropriate handling of employee relations matters. • Support clients in understanding progressive disciplinary approaches and documentation requirements. • Monitor ongoing employee relations cases, ensuring timely follow-up and coordination with relevant stakeholders. • Actively identify opportunities for and contribute to process improvements, automation, product development and overall customer and employee experience through the offboarding and employee relations processes.

• Manage and resolve end-to-end employee exits across multiple international jurisdictions, prioritizing a superior offboarding experience for Remote's clients and their employees. • Provide sound guidance and manage clients' requests on various HR matters, including but not limited to termination, resignation and transfer procedures, employment contracts, and redundancy processes, ensuring legal compliance and best practices. • Lead and facilitate meetings with clients and external employees, including but not limited to workforce reduction consultation meetings, administrative hearings, negotiations in separations and settlements, providing guidance on terminations, and delivering termination outcomes. • Influence and negotiate positive outcomes in complex terminations, balancing multiple stakeholders with competing interests. • Liaise with and coordinate various internal and external stakeholders to ensure compliance in offboarding activities and audits, including but not limited to payroll, legal counsel, government bodies, and trade unions. • Draft, tailor and administer all termination and supplementary documents with accuracy and attention to detail, ensuring employee records are maintained with strict adherence to privacy and confidentiality regulations. • Process offboarding on Remote's internal HRIS platform, collaborating with various internal stakeholders, such as Customer Success, Legal, Payroll, Benefits, Time and Attendance, amongst other verticals, to ensure all aspects of the employee exit are administered correctly and promptly. • Be the subject-matter expert and respond to internal and external queries on all offboarding matters in conjunction with Lifecycle's internal stakeholders. • Navigate clients through Remote's Employee Relations resources and guides, helping them understand applicable policies and processes. • Conduct preliminary assessment of workplace concerns, identifying key facts and applicable local regulations. • Coordinate with internal and external stakeholders to ensure appropriate handling of employee relations matters. • Support clients in understanding progressive disciplinary approaches and documentation requirements. • Monitor ongoing employee relations cases, ensuring timely follow-up and coordination with relevant stakeholders. • Actively identify opportunities for and contribute to process improvements, automation, product development and overall customer and employee experience through the offboarding and employee relations processes.

• Manage and resolve end-to-end employee exits across multiple international jurisdictions, prioritizing a superior offboarding experience for Remote's clients and their employees. • Provide sound guidance and manage clients' requests on various HR matters, including but not limited to termination, resignation and transfer procedures, employment contracts, and redundancy processes, ensuring legal compliance and best practices. • Lead and facilitate meetings with clients and external employees, including but not limited to workforce reduction consultation meetings, administrative hearings, negotiations in separations and settlements, providing guidance on terminations, and delivering termination outcomes. • Influence and negotiate positive outcomes in complex terminations, balancing multiple stakeholders with competing interests. • Liaise with and coordinate various internal and external stakeholders to ensure compliance in offboarding activities and audits, including but not limited to payroll, legal counsel, government bodies, and trade unions. • Draft, tailor and administer all termination and supplementary documents with accuracy and attention to detail, ensuring employee records are maintained with strict adherence to privacy and confidentiality regulations. • Process offboarding on Remote's internal HRIS platform, collaborating with various internal stakeholders, such as Customer Success, Legal, Payroll, Benefits, Time and Attendance, amongst other verticals, to ensure all aspects of the employee exit are administered correctly and promptly. • Be the subject-matter expert and respond to internal and external queries on all offboarding matters in conjunction with Lifecycle's internal stakeholders. • Navigate clients through Remote's Employee Relations resources and guides, helping them understand applicable policies and processes. • Conduct preliminary assessment of workplace concerns, identifying key facts and applicable local regulations. • Coordinate with internal and external stakeholders to ensure appropriate handling of employee relations matters. • Support clients in understanding progressive disciplinary approaches and documentation requirements. • Monitor ongoing employee relations cases, ensuring timely follow-up and coordination with relevant stakeholders. • Actively identify opportunities for and contribute to process improvements, automation, product development and overall customer and employee experience through the offboarding and employee relations processes.

• Build out our content library. Plan and create a coherent, durable body of assets — articles, data stories, interactive tools, guides, video — mapped to the personas and journeys that matter most, and prioritized ruthlessly against impact. • Shape the stories that define Remote. Craft narratives that engage audiences across HR and finance, turning complex topics like compliance, FX, worker classification, and global hiring into content people actually want to read and share. • Set our thought leadership and storytelling approach. Build a distinctive point of view and style that differentiates Remote from competitors and resonates from the CFO worried about an audit to the People leader scaling into a new market. • Turn data and expertise into content. Partner with insights and product teams to find the story in the numbers and build assets that lead with evidence and a defensible thesis. • Collaborate with experts and execs. Interview, ghostwrite for, and package the knowledge of internal experts, executives, and external partners into content that informs, inspires, and converts. • Own quality and consistency. Uphold the standard for craft, voice, and accuracy across everything we publish, and develop a clear view on cadence and channel strategy.

• Build out our content library. Plan and create a coherent, durable body of assets — articles, data stories, interactive tools, guides, video — mapped to the personas and journeys that matter most, and prioritized ruthlessly against impact. • Shape the stories that define Remote. Craft narratives that engage audiences across HR and finance, turning complex topics like compliance, FX, worker classification, and global hiring into content people actually want to read and share. • Set our thought leadership and storytelling approach. Build a distinctive point of view and style that differentiates Remote from competitors and resonates from the CFO worried about an audit to the People leader scaling into a new market. • Turn data and expertise into content. Partner with insights and product teams to find the story in the numbers and build assets that lead with evidence and a defensible thesis. • Collaborate with experts and execs. Interview, ghostwrite for, and package the knowledge of internal experts, executives, and external partners into content that informs, inspires, and converts. • Own quality and consistency. Uphold the standard for craft, voice, and accuracy across everything we publish, and develop a clear view on cadence and channel strategy.

• Build out our content library. Plan and create a coherent, durable body of assets — articles, data stories, interactive tools, guides, video — mapped to the personas and journeys that matter most, and prioritized ruthlessly against impact. • Shape the stories that define Remote. Craft narratives that engage audiences across HR and finance, turning complex topics like compliance, FX, worker classification, and global hiring into content people actually want to read and share. • Set our thought leadership and storytelling approach. Build a distinctive point of view and style that differentiates Remote from competitors and resonates from the CFO worried about an audit to the People leader scaling into a new market. • Turn data and expertise into content. Partner with insights and product teams to find the story in the numbers and build assets that lead with evidence and a defensible thesis. • Collaborate with experts and execs. Interview, ghostwrite for, and package the knowledge of internal experts, executives, and external partners into content that informs, inspires, and converts. • Own quality and consistency. Uphold the standard for craft, voice, and accuracy across everything we publish, and develop a clear view on cadence and channel strategy.

• Build out our content library. Plan and create a coherent, durable body of assets — articles, data stories, interactive tools, guides, video — mapped to the personas and journeys that matter most, and prioritized ruthlessly against impact. • Shape the stories that define Remote. Craft narratives that engage audiences across HR and finance, turning complex topics like compliance, FX, worker classification, and global hiring into content people actually want to read and share. • Set our thought leadership and storytelling approach. Build a distinctive point of view and style that differentiates Remote from competitors and resonates from the CFO worried about an audit to the People leader scaling into a new market. • Turn data and expertise into content. Partner with insights and product teams to find the story in the numbers and build assets that lead with evidence and a defensible thesis. • Collaborate with experts and execs. Interview, ghostwrite for, and package the knowledge of internal experts, executives, and external partners into content that informs, inspires, and converts. • Own quality and consistency. Uphold the standard for craft, voice, and accuracy across everything we publish, and develop a clear view on cadence and channel strategy.

Role Description This is an exciting time to join Remote and make a personal difference in the global employment space as a Global Payroll Country for the Nordics, joining our Implementation team. Qualifications - Extensive payroll experience in a client payroll environment. - Expert legislative knowledge in said region with specialism in Denmark. - Payroll implementation experience. - Strong communication skills for explaining payroll processes and issues to customers and other stakeholders. - Strong experience of using Intega payroll software in Denmark. - Deep knowledge in using local payroll tools and software tools like SAP, Excel / Google Sheet. - An analytical mindset with great problem-solving abilities. - Ability to adapt to a fast-paced, international work environment with a passion for making an impact. - Experience in accounting/reconciliations. - Is a productivity geek and will constantly think of ways to improve and speed up their work. - Writes and speaks fluent English. - Demonstrates strong automation and AI capabilities and AI fluency. Requirements - Act as a true subject matter expert for the Nordics (focus on Denmark). - Attend Sales calls as the Country Payroll Lead. - Participate in Sales hand-over, Lead client hand-over and client kick-off calls. - Lead the planning, execution, and monitoring of global payroll implementation projects, ensuring timely delivery. - Lead the process from inception through to Parallel runs and the first month of ‘Live’ payroll before handing over to Payroll Operations. - Ensure that there is a record of all decisions that were taken throughout the implementation process and ensure Payroll Operations have full visibility including any Standard Operating Procedures that they will require to fulfil ‘Business As Usual’. - Develop and maintain detailed project plans & timelines. - Serve as the primary point of contact for the team for all stakeholders involved in the implementation process, including internal teams & customers. - Develop and implement standardised payroll processes, project plans and procedures to ensure consistency and efficiency. - Provide ongoing support during and after the implementation to resolve any issues or challenges. - Support the wider implementation team (including Payroll Generalist) and ops team. - Have a focus on KPIs and SLAs. - Skilled in implementing and improving processes. - Ability to mentor, support and lead our Payroll Generalists who will be working alongside you. - Working with internal teams to improve our platform, completing UAT testing through to shipping. Ensuring all changes are documented. Benefits - 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.