By the time a job requisition lands on a shared services desk, a hiring manager has usually already run out of patience with it, and that is exactly the moment this role starts to matter. This is a full-time, fully remote Senior HR Shared Services Analyst position, open to candidates anywhere in the world, and it pays $93,500 a year.
You would be joining a centralized HR team that handles recruiting and hiring support across the business, rather than sitting inside one department, which means variety is baked into the job from day one. One week you might be filling a finance role, the next a customer support team. That structure is what a shared services model actually means in practice: one team, several internal clients, and a steady rotation of priorities.
Most days start with a look at open requisitions and where each one stands, then move into a mix of sourcing, screening calls, and coordination with hiring managers who are juggling their own schedules. You are the person keeping the process moving when everyone else is busy with something else.
A recent example: a hiring manager needed a specialist role filled in three weeks with a shortlist that had gone cold. Getting it done meant re-sourcing candidates directly instead of waiting on inbound applications, and having three qualified people ready for interviews within a week. That kind of ownership is fairly normal here, not the exception. Some weeks lean heavier on interviewing, others on ATS cleanup and reporting, and the balance shifts with whatever the business needs that month.
You should hold a bachelor's degree in human resources, business administration, psychology, or something adjacent, and bring 42 months of hands-on recruiting or HR experience, which works out to roughly three and a half years. That time should include real ownership of an applicant tracking system, not just occasional logins. SHRM-CP or PHR certification is a plus if you have it, though plenty of strong candidates for this seat do not, and that alone will not rule anyone out.
What matters just as much as the resume is how you handle a hiring manager who keeps changing their mind about a role halfway through the process. That happens more than anyone likes to admit, and staying steady through it is part of the job.
Someone at the senior level here has usually already made the mistakes that come from being too accommodating on timelines, or too rigid on process, and has figured out where the actual middle ground sits. If you can talk through a time a search stalled and how you got it moving again, that conversation will tell us more than a bullet-pointed resume ever could.
The must-haves are applicant tracking system fluency, candidate sourcing, interviewing, and negotiation, since those four skills cover the bulk of what this role does on any given week.
Nice to have: experience supporting more than one department at once, and comfort working from templates while still personalizing candidate communication. Nobody wants to feel like a form letter. A working knowledge of compensation bands and how to talk through them without overpromising is also a real asset, since offer conversations are where deals most often fall apart.
Alongside the $93,500 salary, this full-time role comes with a standard benefits package.
Remoteroles works with employers who structure HR shared services teams this way specifically because it lets one strong analyst support several hiring managers at once, rather than spreading recruiting thin across generalists. That structure is also why the bonus incentive exists: closing a hard-to-fill role well is worth rewarding directly.
There is no office tied to this role and no city requirement anywhere in the process. You will spend a good portion of the week on video calls with candidates and hiring managers, so a handful of overlapping hours with your hiring managers each week is expected, though the exact hours flex depending on which teams you are supporting.
Between calls, sourcing and ATS work can happen on your own schedule. Slack and the ATS itself function as the connective tissue for the team, since most coordination happens asynchronously in comments and status updates rather than meetings. Candidates joining from a wide range of time zones is normal for this team, and hiring managers are used to scheduling around it rather than expecting everyone to match one clock. If a candidate interview needs to happen at an hour outside your usual routine once in a while, that trade-off tends to even out over a normal month.
Send a resume that reflects your actual ATS and sourcing experience, not just job titles. If your background fits, expect a first call with the hiring team within a week or two, followed by a short exercise where you will walk through how you would source for a genuinely hard-to-fill role. That is usually enough for both sides to know if it is a good match. Questions about the role, the team structure, or the compensation bands are always welcome at any point in the process, not just saved for the end.