Every company running a distributed team needs someone keeping the HR system itself in working order, separate from whatever any single hiring manager is doing that week. That is the function of an HR shared services analyst: less the person leading a search, more the person making sure the process behind every search actually runs.
This is a full-time, fully remote position open worldwide, paying $79,000 a year. There is no office attached to it and no city requirement. The employer needs someone to sit at the operational center of HR work, keeping the systems and coordination steady across a hiring and onboarding process that touches multiple teams at once.
The role is built around keeping the applicant tracking system accurate and current, so hiring managers always have reliable information about where each candidate stands. Coordination sits alongside that: scheduling interviews, relaying updates between hiring managers and candidates, and making sure nothing sits untouched for too long in the process. Once a candidate is hired, the analyst helps carry that handoff through onboarding, so new employees do not lose momentum in the gap between an offer and their first day.
This is shared services work, not primary recruiting. Sourcing candidates and negotiating offers, where they come up at all, happen under the direction of a hiring manager or a dedicated recruiter; the analyst's job is to keep the process itself organized and moving, not to own the relationship with any one candidate.
A useful way to think about the role is as the connective tissue between departments that all rely on the same hiring infrastructure. Engineering, sales, and operations teams might all have open roles at the same time, each with a different hiring manager and a different sense of urgency. The analyst is the constant across all of them, making sure none of those processes fall through a gap simply because attention was elsewhere.
Reporting is part of the job too, even though it rarely gets top billing. Pulling basic metrics on time-to-fill, application volume, or where candidates tend to drop out of a process gives HR leadership something concrete to act on, rather than a general sense that hiring feels slow or fast.
A bachelor's degree in human resources, business administration, psychology, or a related field is the baseline education requirement. Two years of relevant HR or applicant-tracking-system experience is what the role calls for, which is enough time to have seen a full hiring cycle a few times over without necessarily having run one independently.
SHRM-CP or PHR certification is a plus if a candidate already holds one, though it is not treated as a strict requirement here. What matters more day to day is comfort working inside an ATS, attention to detail across a high volume of records, and the ability to keep several hiring processes moving at once without letting any of them stall.
Someone coming from a general HR administration or HR operations background is likely to feel at home here, even without recruiting-specific experience. What tends to separate a strong fit from a weak one is temperament: a preference for process and follow-through over the sales-like energy that a pure recruiting role might reward.
The position pays $79,000 a year, full-time. Benefits commonly attached to full-time HR shared services roles at this level include health coverage, paid time off, and retirement plan matching, along with performance-based bonuses where an employer offers them for hiring-related work. Specific bonus structures vary by employer and get confirmed during the interview process.
The work runs on the applicant tracking system and standard communication tools rather than any physical location, which is part of why it works well as a remote position. Regular overlap with hiring managers is expected so scheduling and updates do not lag, but a good share of the record-keeping and documentation work can happen independently during quieter hours. Video calls handle interview coordination and manager check-ins, while most status updates move through the ATS and written messages.
Remoteroles places roles like this with employers who run their hiring process almost entirely through shared systems already, so the tools involved are typically well established rather than something built from scratch by whoever fills the role.
A typical day might open with a review of the ATS queue, checking which candidates need to move to the next stage and which interviews still need scheduling. Midday tends to bring the bulk of the manager and candidate communication, and the later hours are usually quieter, better suited to catching up on documentation or a report that has been waiting. It is steady work with a predictable shape, even if the specific tickets in front of the analyst change daily.
Interested candidates should submit a resume that speaks to specific ATS platforms used and the scale of hiring activity supported in past roles. The employer is looking to fill the position with someone who can step into an existing process without a long ramp-up period. A short screening conversation usually comes first, followed by a more detailed discussion of the systems and volume involved in the role. Applications are reviewed as they come in, and the posting will close once a suitable candidate is found.