[![Image]() Meet Jobicy Copilot — free AI autofill for job applications + remote job alerts ›](#) [All remote jobs](https://jobicy.com/jobs.md)Open role[![Remote logo](https://jobicy.com/data/server-nyc0409/galaxy/mercury/2025/06/63a88d3a-221-1.png)](https://jobicy.com/company/remote.md)Remote opportunity at[Remote](https://jobicy.com/company/remote.md) # Global Payroll Implementation Specialist – PEO Review the role, location requirements, compensation details, and application process before deciding whether this opportunity fits your next career move. [Apply for this job](#job-application)[View company](https://jobicy.com/company/remote.md)Share9 Sep 2026Published28Listing views0Application actions9 Oct 2026Apply before Opportunity details ## About this role. AI SummaryThis Global Payroll Implementation Specialist role owns end-to-end onboarding for PEO clients, covering payroll setup, benefits enrollment, state tax registrations, HR compliance, and parallel payroll reconciliations. The specialist develops implementation plans, manages client milestones, and drives adoption of Remote's PEO platform and co-employment processes. Success requires three or more years of SaaS PEO implementation, onboarding, or customer-success experience, along with strong payroll, benefits, and project-management knowledge. The role works closely with Sales, Legal, Product, Support, vendors, and clients in an asynchronous, remote environment. It is a US-prioritized full-time role with a disclosed annual base-salary range of $83,200 to $112,300 USD. ## Role DNA A quick view of the complexity, pace, ownership and collaboration implied by the job description. ### Job Complexity 4/5EasyHard ### Pace & Pressure 4/5RelaxedFast-paced ### Autonomy Level 5/5GuidedFull ownership ### Communication Load 5/5IndependentCollaborative AI insightThe role combines multi-client project delivery with technically sensitive payroll, tax, benefits, and co-employment compliance requirements. It requires independently resolving client-specific issues while coordinating several internal and external stakeholders in a scaling, asynchronous environment. ## Salary analysis Estimated compensation compared with the broader US market for similar roles. Estimated job medianHighly competitive$97,750US market range$75k–$115k0$127k AI insightThe disclosed annual base-pay range is $83,200 to $112,300 USD, producing a midpoint of $97,750. The estimated US market range for a mid-level PEO/payroll implementation specialist is approximately $75,000 to $115,000 annually, varying by payroll-compliance depth, SaaS implementation experience, and location; the employer's offered range is competitive within that market. ## Core skills Skills and capabilities most closely associated with this opportunity. [PEO implementation](https://jobicy.com/jobs?search_keywords=PEO%20implementation.md)[global payroll](https://jobicy.com/jobs?search_keywords=global%20payroll.md)[client onboarding](https://jobicy.com/jobs?search_keywords=client%20onboarding.md)[payroll compliance](https://jobicy.com/jobs?search_keywords=payroll%20compliance.md)[state tax registration](https://jobicy.com/jobs?search_keywords=state%20tax%20registration.md)[benefits administration](https://jobicy.com/jobs?search_keywords=benefits%20administration.md)[project management](https://jobicy.com/jobs?search_keywords=project%20management.md)[parallel payroll reconciliation](https://jobicy.com/jobs?search_keywords=parallel%20payroll%20reconciliation.md)[customer success](https://jobicy.com/jobs?search_keywords=customer%20success.md)[cross-functional collaboration](https://jobicy.com/jobs?search_keywords=cross-functional%20collaboration.md) Sample interview questionsHow would you structure a PEO implementation plan for a new client with employees in several US states?I would begin with a discovery session to confirm the employee population, payroll schedule, benefit elections, state registrations, existing HR processes, and target go-live date. I would turn these inputs into a milestone plan with owners, dependencies, risk flags, and scheduled client check-ins, then validate readiness through data reviews and parallel payroll testing before launch. Describe how you would handle a discrepancy discovered during a parallel payroll run. I would first isolate whether the issue originated in source employee data, earnings and deductions configuration, tax setup, or calculation logic. I would document the variance, communicate its impact and resolution path to the client and relevant internal teams, correct the configuration or data, and rerun validations before approving the production payroll. How do you keep several client onboarding projects on track in a fast-paced environment? I use a standardized implementation framework with clear milestones, owners, due dates, dependency tracking, and risk escalation criteria. I prioritize tasks by go-live impact, maintain concise written status updates, and proactively raise blockers rather than waiting for scheduled meetings. How would you explain co-employment and PEO responsibilities to a client unfamiliar with the model? I would use plain language to explain that the PEO shares certain employment-related responsibilities, such as payroll processing, benefits administration, and employment compliance support, while the client continues directing employees' day-to-day work and business activities. I would also provide clear documentation on roles, workflows, and escalation contacts so expectations are understood before go-live. What improvements would you suggest after identifying recurring client onboarding friction? I would analyze the recurring issue for root causes, such as unclear requirements, missing product guidance, manual handoffs, or inconsistent data templates. I would share evidence with the appropriate teams and propose scalable improvements such as revised checklists, automated validations, updated enablement content, or clearer ownership rules, then monitor whether the change reduces implementation delays. ### 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! ### What this job can offer you This role offers the opportunity to be an early and critical part of building Remote’s PEO business, shaping client onboarding practices, and collaborating with a passionate, high-performing global team. You’ll gain exposure to complex HR, payroll, and compliance environments across multiple states and industries, with continuous opportunities for growth and learning in a fast-moving, scaling environment. You’ll help simplify complex People processes and empower modern businesses to expand and thrive—ultimately helping define the future of work. Most importantly, you’ll have the chance to make a meaningful impact in the HR tech industry and contribute to Remote’s success as the leading HR & Payroll platform for global businesses. ### What you bring * 3+ years of experience in implementation, onboarding, or customer success within a fast-paced SaaS PEO environment * Familiarity with co-employment structures, payroll tax obligations, and benefits administration * Demonstrated project management skills with the ability to manage multiple concurrent client timelines * Clear, empathetic communication skills with a focus on proactive client guidance * Strong cross-functional collaboration abilities, particularly with Sales, Product, and Operations * An analytical mindset with excellent problem-solving abilities. * Resilient and able to adapt to a fast-paced, international work environment with a passion for making an impact. * Team player with the ability to work independently and take own responsibility. * Is a productivity geek and will constantly think of ways to improve and speed up their work. * Proficient in using Google Sheet or Excel. * Ability to work within a MacBook Pro environment * You understand the need and idea to work largely [asynchronously](https://www.notion.so/8541f0e7ae004be7a7b949096c9f972c?pvs=21). * You write and speak fluent English. * Not required but is considered a plus if you have a working knowledge of [Monday.com](http://Monday.com), Notion, Slack and Salesforce. * Not required but is considered a plus if you have working knowledge of Worklio. ### Key Responsibilities * Partner directly with new PEO clients to develop tailored implementation plans across payroll setup, benefits enrollment, state tax registrations, and HR compliance onboarding. * Own the end-to-end onboarding process, aligning with clients on key milestones, timelines, and success criteria. * Coordination of any wage-based reconciliations for accurate parallel payroll runs. * Guide clients through Remote’s PEO platform, ensuring adoption of co-employment processes and understanding of available tools and services. * Collaborate cross-functionally with Sales, Legal, Product, and Support to ensure smooth hand-offs and resolution of client-specific requirements. * Effectively communicate with customers, teammates, supervisors and vendors in a timely, clear and professional manner and in alignment with our value of Care. * Maintain confidentiality of all customer and employee information. * Provide client feedback to internal teams to improve onboarding workflows, surface product gaps, and enhance platform capabilities for scalability. * Contribute to the evolution of PEO implementation best practices, tooling, and documentation as we scale ### Practicals * You’ll report to: Manager, Global Payroll Implementation * Team: Global Payroll Implementations * 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; US * Start date: ASAP ### Application process * Interview with recruiter & skills assessment * Interview with Payroll Implementation team members * Interview with Director of Global Payroll Experience * Bar Raiser Interview * [Prior employment verification check](https://www.notion.so/Veremark-Remote-96e108c037b8423cbd4c3f07a1f9b38b) #LI-DNP Remote’s [Total Rewards philosophy](https://www.notion.so/remotecom/people-Total-Rewards-1945bce8d3924ece9421ba8630f57b0c) 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. 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 $83,200—$112,300 USD ### Benefits Our full benefits & perks are explained in our handbook at [remote.com/r/benefits](http://remote.com/r/benefits). As a global company, each country works differently, but some benefits/perks are for all Remoters: * work from anywhere * flexible paid time off * flexible working hours (we are [async](https://remote.com/async)) * 16 weeks paid parental leave * budget towards [co-working spaces, learning and wellness](https://app.notion.com/p/remotecom/Benefits-Perks-1e48a5869c274f40910b76d405b92f63?source=copy_link#3accb4dadab48025b7a6dbc23bc47504) (including gym memberships) * mental health support services * stock options * home office budget & IT equipment ### How you’ll plan your day (and life) We work async at Remote which means you can plan your schedule around your life (and not around meetings). Read more at [remote.com/async](https://remote.com/async). You will be empowered to take ownership and be proactive. When in doubt you will default to action instead of waiting. Your life-work balance is important and you will be encouraged to put yourself and your family first, and fit work around your needs. If that sounds like something you want, apply now! ### How to apply * Please fill out the form below and upload your CV with a PDF format. * We kindly ask you to submit your application and CV in English, as this is the standardised language we use here at Remote. * If you don’t have an up to date CV but you are still interested in talking to us, please feel free to add a copy of your LinkedIn profile instead. Not only do we encourage folks from all ethnic groups, genders, sexuality, age, abilities, disability status and any other under-represented group to apply, but we prioritize a sense of belonging. We have 4 ERGs (Women, Disability, Queer, Minorities in Tech) who meet regularly with the People team. During your interviews and beyond, we ask & encourage anybody who needs an accommodation to request one from their recruiter. We will ask you to voluntarily tell us your pronouns at interview stage, and you will have the option to answer our anonymous demographic questionnaire when you apply below. As an equal employment opportunity employer it’s important to us that our workforce reflects people of all backgrounds, identities, and experiences and this data will help us to stay accountable. We thank you for providing this data, if you chose to. At Remote, we embrace AI as a valuable tool while prioritizing human creativity and authenticity. We look forward to meeting candidates who balance innovation with genuine expertise and experience. To learn more about Remote’s AI guidelines check see [here](https://www.notion.so/remotecom/Guidelines-on-using-AI-when-applying-for-a-job-at-Remote-11ccb4dadab4805f80a7c73b6567bd8f). Please note we accept applications on an ongoing basis. 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