HR AI & Automation Operations Lead – Mobility

Inclusively Remote; United States; Remote; USD 46,000 - 104,000; Full time

Job summary

Remote is seeking an HR AI and Automation Operations Lead to drive scalable automation across HR processes. The role combines operational leadership with hands‑on technical delivery, focusing on data pipelines, low‑code tooling, AI agents, and compliant system design.

You will partner with cross‑functional teams across Operations, Product, Design, Engineering and IT, mentor junior staff, and own multi‑phase automation initiatives from planning to launch.

Qualifications

• Must lead with strong ownership and autonomy in a fast-moving environment.
• Experience translating operational pain points into automated, scalable solutions.
• Hands-on automation with low-code platforms and cross-functional collaboration.
• Background in HR Operations or Shared Services with focus on data privacy and compliance.
• Experience building AI-enabled automation and data governance.

Responsibilities

• Automation Strategy & Ownership: define and drive multi‑phase initiatives across redesign, tooling, and change management.
• Workflow Optimization & System Integration: map processes and build end-to-end automated workflows.
• Low-Code Development & AI Implementation: prototype rapid automations and govern AI tools.
• Data Analytics & Insights: develop data models and dashboards for HR Operations.
• Leadership & Team Enablement: mentor team members and promote continuous improvement.

Skills

Ownership & autonomy

Project management

Automation experience

Low-code tools

Scripting (Python/JS)

Communication skills

Tools

Zapier

Make

Retool

n8n

APIs

Job description

Step into the exciting role ofHR AI and Automation Operations Lead, a position that offers a dynamic blend of operational and technical responsibilities 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, you will 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 about 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, you will 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!

What you bring

• Amanager of onewho operates with strong ownership and autonomy, able to identify what needs to be done, set direction, and deliver outcomes independently in a fast-moving environment.
• Comfortable moving from “scout to scale”, taking initiatives from early exploration through to sustainable delivery with solid project management and stakeholder engagement skills.
• Progressive experience in automation, business process optimization, systems integration and the ability to translate operational pain points into automated and intelligent solutions in partnership with Product, Engineering, Design or IT teams.
• Ideal candidate has experience in HR Operations or Shared Services across a wide range of operational contexts, with a strong understanding of user experience, operational efficiency, and demonstrated experience building automation in regulated or compliance-sensitive environments such as hiring, employment or payroll.
• Strong understanding of sensitive data lifecycle risk and data privacy obligations, and how these materially influence system design, integration and automation decisions.
• Extensive hands‑on experience of using low-code workflow tools (Zapier, Make, Retool, n8n or similar) to orchestrate cross‑system flows and stitch agents into a broader process landscape and role‑based access controls.
• Comfortable working with light scripting (e.g. Python, TypeScript, JavaScript) to build custom agents, API integrations, webhooks or message queues and glue services.
• Excellent communication, influencing, conflict management, and negotiation skills, with the ability to lead complex conversations independently and constructively.
• Writes and speaks fluent English.
• Basic understanding of mobility and immigration processes is a nice-to-have.
• It’s not required to have experience working remotely, but considered a plus.

Key Responsibilities

• 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.
• 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.
• 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.
• 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.
• 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.

Practicals

• You’ll report toSenior Manager, Mobility
• Team:EOR Operations – Mobility
• Location:EMEA
• Start date:As soon as possible

Application process

• AI Interview
• Interview with recruiter
• Interview with team member or cross‑functional colleague
• Hiring Manager Interview
• Bar Raiser Interview
• Prior employment verification check

Compensation

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 locally competitive 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 hire globally.

Our salary ranges are determined by role, level and location, and our job titles may span more than one career level. The interviewer will share further details with the candidate on the more restricted pay range for the role in line with their specific location. The individual 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, internal parity 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 $46,150 to $103,800.