[Hiring] Head of Strategic Alliances @Global HR Solutions & Employment Tools for Distributed Teams

Role Description

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).
• Partnering closely with Embedded GTM leadership, Embedded Sales, Partner Marketing, Sales Enablement, Solutions Consulting, Product, and cross-functional stakeholders to generate awareness and demand.
• Hiring, building, and managing a team of Strategic Alliance Leads as the motion scales.

Qualifications

• 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: ability to turn ambiguity into repeatable plans, cadences, and measurable outcomes.
• Ability to collaborate cross-functionally and orchestrate resources without relying on authority.
• Experience building, hiring, and managing a high-performance team.
• Willingness to travel 50–70%.

Requirements

• 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.

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.