Lifecycle Expert: Time & Attendance - United States

Job Description

About Remote

Remote is building the infrastructure that makes global payroll and employment possible for everyone, everywhere. Our team is made up of people who want to own a piece of that work, not just contribute to it. That work happens across six continents, only Antarctica left to go, entirely remote. It also requires real fluency with AI in every role, not just familiarity with it.

Our standards are high, and the ownership is total. You'll have the trust and space to find your own way to the best answer, and the support to see it through, because that's how we build things that actually work at this scale. In return, your career grows faster, because at Remote, growth is tied to results. We're founded on the principle that where someone lives should never limit what they can achieve, and we operate exactly that way.As a critical extension of our clients’ HR teams, the Lifecycle team at Remote combines HR expertise, technology, and operational excellence to deliver compliant, intuitive experiences for clients and employees around the world.

About the role

As the Lifecycle Expert: Time & Attendance - United States, you will provide deep US subject matter expertise across Remote’s Global Payroll (GP), Employer of Record (EOR), and Professional Employer Organization (PEO) services. You will support the full Time & Attendance scope, including family and medical leave, paid and unpaid time off, sick leave, holidays, working time, time tracking, and related payroll inputs. Strong practical knowledge of the Family and Medical Leave Act (FMLA) and hands-on experience supporting PEO clients are central to this role.

This P4 individual contributor role combines independent ownership of complex US Time & Attendance matters with client advisory, operational improvements, and team enablement. You will partner with Legal, Payroll, Product, and relevant service teams to translate federal, state, and local requirements into clear guidance and reliable workflows. You will distinguish Remote’s responsibilities from those of clients and partners under each service model, and coach Specialists and Senior Specialists without assuming line-management responsibilities.

You will report to the Manager, Time & Attendance.

Key responsibilities

US Time & Attendance expertise and complex case resolution

• Serve as a subject matter expert and escalation resource for complex US Time & Attendance matters across GP, EOR, and PEO, including family and medical leave, sick leave, vacation and PTO, holidays, other statutory leave, working hours, overtime, meal and rest periods, and time-recording requirements.
• Independently resolve complex cases within the applicable service scope, assessing federal, state, and local requirements alongside client policies and employment terms. Balance compliance, employee experience, client needs, and operational risk.
• Partner with Legal on ambiguous interpretations, disputed entitlements, and high-risk wage-and-hour or leave matters. Document recommendations and escalate material risks to the Time & Attendance Manager and appropriate decision-makers.

FMLA and leave administration

• Provide expert guidance on FMLA coverage and eligibility, qualifying reasons, notices, certification workflows, intermittent or reduced-schedule leave, entitlement tracking, and return-to-work processes, coordinating administration within the agreed service scope.
• Assess how FMLA interacts with state and local family and medical leave, paid sick leave, employer-provided PTO, and applicable wage-replacement programmes. Clearly distinguish job protection, leave entitlement, and payment eligibility.
• Coordinate with Legal, Employee Relations, Benefits, Payroll, clients, and leave administrators on overlapping requirements, including disability-related accommodations, pregnancy-related protections, and workers’ compensation where relevant, without assuming ownership of medical or legal decisions.

PEO, EOR, and Global Payroll advisory

• Act as a trusted advisor to US PEO clients on Time & Attendance policies, leave administration, timekeeping, and complex employee questions, with a practical understanding of the co-employment model.
• Define and communicate case ownership, approvals, documentation requirements, and escalation paths according to the applicable GP, EOR, or PEO service agreement and validated legal guidance. Avoid applying one service model’s responsibilities to another.
• Support client onboarding and ongoing service delivery by reviewing Time & Attendance policies, identifying operational gaps, and coordinating implementation with the relevant teams.
• Lead sensitive client and stakeholder conversations, explaining requirements and resolution options clearly and maintaining appropriate confidentiality boundaries.

Time tracking, payroll accuracy, and product collaboration

• Translate validated US requirements into operational guidance for time tracking, work schedules, overtime, breaks, leave accruals, carryover, balance adjustments, and payout treatment, in partnership with Legal and Payroll.
• Partner with Payroll to ensure accurate and timely approved time and leave inputs, including pay-code mapping, cutoffs, reconciliation, corrections, and exception handling. Escalate classification or pay-treatment questions to the responsible specialists.
• Work with Product and implementation teams to translate requirements into configuration guidance, acceptance criteria, and test scenarios. Identify platform gaps and agree appropriate interim controls with operational owners.

Knowledge management and team enablement

• Maintain structured US Time & Attendance policies, SOPs, decision guides, and training resources, clearly identifying jurisdiction, service model, validated requirements, and decision ownership.
• Monitor relevant federal, state, and local developments with Legal and compliance partners, assess operational impact, and coordinate timely updates to guidance and workflows.
• Coach Specialists and Senior Specialists, lead knowledge-sharing sessions, and provide expert quality oversight and constructive feedback to their managers.
• Coordinate with external leave administrators and other service partners where applicable, addressing handoff gaps and escalating service-quality issues.

Operational excellence and continuous improvement

• Own complex US Time & Attendance improvements from problem definition through implementation, using case trends, client feedback, and quality findings to prioritise work according to risk and impact.
• Trial and adopt approved AI-assisted tools and automation where they improve quality, speed, or consistency, with source verification, human review, and safeguards for confidential employee and health information.
• Maintain accurate, secure records and support reporting, audits, and data integrity reviews, following Remote’s data-handling requirements and appropriate access controls.
• Exemplify Remote’s values and contribute to shared Lifecycle goals through ownership, collaboration, and continuous learning.
• What you bring
• Substantial US HR operations or Time & Attendance experience, including hands-on experience advising PEO clients and navigating co-employment responsibilities.
• Deep practical FMLA expertise, including coverage and eligibility assessments, certification and notice workflows, intermittent leave, entitlement tracking, and coordination with other leave and pay programmes.
• Strong knowledge of US federal, state, and local Time & Attendance requirements, including paid sick leave, family and medical leave, vacation and PTO, accruals and carryover, working time, overtime, meal and rest periods, and timekeeping and record-retention obligations.
• Experience applying US wage-and-hour requirements, including the Fair Labor Standards Act (FLSA), and recognizing when exemption status, compensable time, or overtime treatment requires specialist or Legal review.
• A clear understanding of the differences between GP, EOR, and PEO service models and the ability to translate those differences into practical ownership boundaries, client guidance, and escalation paths. Experience supporting EOR or Global Payroll clients is highly desirable.
• Experience connecting time and leave administration to payroll delivery, including data validation, pay-code mapping, reconciliation, and exception resolution, with familiarity using HRIS, timekeeping, or leave-management systems.
• A proven track record of independently resolving complex, high-risk cases, researching unfamiliar requirements, and translating validated legal advice into clear policies, workflows, and system requirements.
• Strong client advisory, communication, negotiation, and conflict-management skills, including experience leading sensitive conversations where parties have competing interests.
• A track record of owning complex initiatives, improving processes, and influencing cross-functional outcomes without direct authority.
• Confidence mentoring colleagues and providing expert guidance while maintaining clear decision ownership and appropriate escalation boundaries.
• Excellent written and verbal English, with the ability to explain complex US Time & Attendance requirements clearly to employees, clients, and operational and technical stakeholders.
• Practical AI fluency: experience using AI-assisted tools appropriately in HR or operations, with an understanding of their limitations, source validation, data-handling requirements, and human review.
• Strong documentation skills, attention to detail, and discretion when handling confidential employee and health information.
• The ability to work autonomously and collaboratively in a fast-paced, asynchronous, globally distributed team, prioritizing time-sensitive matters according to risk, urgency, and impact.
• Application process

1. Interview with recruiter
2. Interview with the team (Time & Attendance)
3. Interview with a Manager (Time & Attendance)
4. Interview with hiring manager (Manager, Time & Attendance)
5. Bar Raiser
6. Prior employment verification check
7. Offer

Compensation

$1 to $2

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.

The annual salary range for this full-time position is $1 to $2.