Remote is hiring a Head of Strategic Alliances

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! About the role As Head of Strategic Alliances, NAMER, you will own Remote’s field-level alliance motion with select strategic Remote Embedded Partners across North America. This role is the “ground game” leader: building trust and day-to-day relationships with partners’ sellers and sales leadership, activating the ecosystem, and translating partner engagement into sourced pipeline and closed revenue across Global Payroll, Employer of Record (EOR), and Contractor Management / Contractor of Record (CM/COR). You will partner closely with Embedded GTM leadership, Embedded Sales, Partner Marketing, Sales Enablement, Solutions Consulting, Product, and cross-functional stakeholders to generate awareness and demand. As the motion scales, you will hire, build, and manage a team of Strategic Alliance Leads. What you bring - Deep experience with Strategic Alliance partners and their ecosystem (field org structure, selling motions, key ecosystem partners, and how to get things done). - A natural relationship builder with strong executive presence and the ability to earn trust quickly. - Demonstrated experience driving partner-sourced and/or partner-influenced pipeline in complex, multi-stakeholder enterprise environments - Strong operating rigor: you can turn ambiguity into repeatable plans, cadences, and measurable outcomes. - Ability to collaborate cross-functionally and to orchestrate resources without relying on authority. - Experience building, hiring and managing a high-performance team. - Willingness to travel 50–70%. What success looks like - Partners’ field teams know when and why to bring in Remote (clear value prop, crisp qualification, repeatable plays). - Strong working relationships across key regions, segments, and specialist teams; Remote is “in the flow” of Partners’ sales cadence. - A measurable increase in partner-sourced and partner-influenced pipeline and revenue for Global Payroll and the broader hiring suite. - A scalable alliance operating model (cadence, events, enablement moments, reporting, and feedback loops). - A high-performing team of Strategic Alliance Leads with clear territories/coverage and consistent execution. Key responsibilities Field & ecosystem relationship building - Build personal, ground-level relationships with the Partners field organization (sellers, sales leaders, solution consultants, specialist teams) and key ecosystem partners. - Establish an operating cadence with Partner GTM stakeholders (regular check-ins, pipeline reviews, QBRs, and regional rhythm-of-business moments). - Serve as a trusted partner to Partner sales leaders by bringing market signal, competitive context, and clear plans that help them win. Awareness & activation - Increase awareness of Remote Global Payroll and other hiring solutions in the Partners field and ecosystem through consistent messaging, internal advocacy, and coordinated campaigns. - Partner with Sales Enablement and PMM to ensure Partner-facing collateral and enablement content is current, usable, and designed to change seller behavior. Events & presence - Organize, sponsor, and attend partner and customer events (in close partnership with Partner Marketing), including field events, ecosystem gatherings, and SI-led moments. - Use events as a deliberate pipeline engine: pre-event targeting, on-site execution, and post-event follow-up with clear conversion goals. Pipeline sourcing & co-sell execution - Source Global Payroll, EOR, and CM/COR opportunities from the Partners field organization and system integrators (SIs) in the ecosystem. - Drive disciplined co-sell execution: support qualification, and bring in the right Remote sellers for mutual action plans, stakeholder mapping, and fast escalation - Maintain crisp reporting on sourced/influenced pipeline, conversion, and relationship health. Team build & leadership - Hire, onboard, and manage a team of Strategic Alliance Leads as coverage expands. - Set clear expectations, territories, success metrics, and coaching cadences to ensure consistent execution. Practicals - Team: Partnerships / Embedded - Location: US or Canada (remote) - Travel: 50–70% - Start date: As soon as possible Remote Compensation Philosophy 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. The On-Target Earnings for this position is between $302,440 - $425,300 USD. The base salary is 60%. 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. Application process 1. Interview with recruiter 2. Interview with hiring manager 3. Interview with Sales and Marketing leadership 4. Bar Raiser interview 5. Reference checks