Migration Assurance Specialist

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.

The opportunity

Remote is migrating customer payrolls from third party providers onto its own payroll engines. This role executes assurance behind each migration, auditing the data before it moves, processing the parallel runs, investigating variances to root cause and producing the evidence that informs the readiness decision. It sits within Payroll Risk, Audit & Compliance rather than within delivery, so validation stays independent.

What this job can offer you

Responsibility for completing the validation, testing and evidence that informs the go live decision for each country

Statutory payroll breadth across several very different jurisdictions

An assurance framework to work within and scope to extend it. What you build for one country becomes the test packs and playbooks used by the next

Direct line into Product and Engineering on defects and design risks

A route into broader payroll risk, audit or compliance ownership as the programme scales

Key Responsibilities

Audit migration data before each move, covering employee records, contracts, pay items, historic data, tax and benefits, and apply the agreed data quality bar a country must meet before it is cleared to migrate

Process parallel runs against the established test approach, proposing refinements where it does not fit a country, and execute agreed statutory and edge-case coverage alongside end to end testing of calculations, filings, reports and integrations

Reconcile outputs and analyse variances, chasing every material variance to root cause in data, configuration or calculation logic

Log defects with Product and Engineering, retest and confirm closure before cutover

Assess country readiness against established gates and prepare the evidence, scoring and recommendation used by the accountable decision-makers under the four-eyes control model.

Maintain the audit evidence trail, so what was tested, found and fixed can be demonstrated after the fact

Monitor the first payroll cycles after go live, manage defects to resolution and confirm exit criteria, SOPs and ongoing controls before a country moves into business as usual

I

dentify recurring findings into shared test packs and controls, and automate reconciliation and validation wherever possible

Partner with Payroll Operations, Product, Engineering, Compliance and country specialists, raising risks early with a recommendation attached

What you bring

Hands on experience of payroll migration, implementation or parallel running, ideally engine to engine or provider to provider. You have processed parallel runs yourself, not only reviewed the output

Multi country payroll experience in operations, compliance, audit or QA, with working knowledge of statutory obligations in more than one jurisdiction

Reconciliation and variance analysis skills. A variance that roughly nets off does not satisfy you

Testing discipline. You own edge case and statutory scenario coverage, and you hold defects through to closure

Strong data skills, and the ability to explain what an anomaly means to people who do not work in data

The judgement to uphold the standard under delivery pressure, state plainly when the evidence does not support readiness, recognise and recommend when a risk is genuinely acceptable and escalate material gaps clearly

Clear written findings a senior stakeholder can act on and the ability to influence without direct authority

Demonstrates strong automation and AI capabilities

Writes and speaks fluent English

It's not required to have experience working remotely, but considered a plus

Practicals

You'll report to

Manager, Payroll Risk, Audit & Compliance

Team

Payroll - Payroll Risk, Audit & Compliance

Team size

Location

: For this position we welcome everyone to apply, but we will prioritise applications from the following locations as we encourage our teams to diversify;

Start date

As soon as possible

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 €43,000 to €58,050.