Iran onlyAbout 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.
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.
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
- Interview with recruiter
- Interview with hiring manager
- Interview with Sales and Marketing leadership
- Bar Raiser interview
- Reference checks
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.
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.
Benefits
- work from anywhere
- flexible paid time off
- flexible working hours (we are async)
- 16 weeks paid parental leave
- mental health support services
- stock options
- learning budget
- home office budget & IT equipment
- budget for local in-person social events or co-working spaces
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.
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.
Please note we accept applications on an ongoing basis.
United States
AF, AL + 146 more
AU, AT + 48 more
Netherlands only
Ireland only
AR, AU + 45 more
New Zealand only