Hiring for a team that never meets in person removes some of the usual shortcuts a recruiter relies on, reading a room, catching body language across a conference table, judging a candidate by how they carry themselves in the lobby. None of that exists here. This full-time, fully remote Senior HR Business Partner role is built for someone who can source, evaluate, and close candidates for distributed teams using judgment that holds up on a screen, not just in person.
You will own the full hiring cycle for the roles assigned to you: sourcing candidates, screening resumes, and running interviews, then coordinating closely with hiring managers as the process moves forward. Managing the applicant tracking system falls under this role too, keeping candidate status accurate and pipelines clean rather than letting stale records pile up. Offer negotiation is a regular part of the job, not an occasional escalation, and once an offer is accepted you stay involved through onboarding to make sure new hires actually land well on a remote team.
A hiring manager who has never worked with distributed talent before will sometimes want to compress a five-step process into two calls, and part of the job is knowing when to hold that line and when a genuinely strong candidate justifies moving faster. That kind of judgment call happens more than once a month at this level, and getting it wrong in either direction costs the team something real: a rushed hire that does not work out, or a slow process that loses a strong candidate to a competing offer.
A bachelor's degree in human resources, business administration, or psychology covers the education requirement. Candidates should bring 42 months of relevant experience, including direct work inside an applicant tracking system rather than only adjacent recruiting tasks. SHRM-CP or PHR certification is often preferred, though not treated as an absolute requirement when the rest of a candidate's background is strong. What matters most at this level is judgment under ambiguity: knowing when to push a hiring manager for a faster decision and when to slow a process down because the pipeline needs more depth.
This is a senior title, and the expectations reflect that. A candidate at this level should be comfortable running a hiring process largely independently, flagging risk to leadership rather than waiting to be asked.
Someone stepping up from a generalist recruiting role, or moving over from an agency background with a strong record of closes, is a realistic fit even without the exact business partner title on a previous resume. What matters more than the title history is evidence of owning full hiring cycles end to end, across more than one function, without heavy oversight.
Applicant tracking system fluency sits at the center of the required skill set, since so much of the coordination work runs through it. Candidate sourcing, interviewing, and negotiation round out the core competencies, and each one gets tested in a real, practical way during the hiring process for this role itself. A recruiter who can source well but struggles to close a strong candidate at offer stage will not perform well here, and the same is true in reverse.
Negotiation deserves a closer look, since it is easy to underestimate on a resume. This is not just discussing a salary number. It includes explaining a compensation structure clearly enough that a candidate trusts it, managing counteroffers without losing the candidate, and knowing where there is real flexibility versus where the number is fixed.
The role pays $93,500 annually, full-time. Health coverage, paid time off, and retirement plan matching are standard here, and performance-based hiring bonuses apply where hiring targets are met or exceeded. Remoteroles structures this listing around measurable outcomes, so the bonus component is tied to actual hires made and their retention, not to activity alone.
There is no office and no country requirement tied to this position. Hiring managers, candidates, and interview panels are usually spread across several time zones at once, which means scheduling itself becomes a real skill rather than an administrative afterthought. Interviews happen over video, offers get negotiated over calls and written follow-up, and most candidate communication runs through the ATS and standard messaging tools rather than in person at any point in the process.
A single requisition might involve a hiring manager in one time zone, a final-round panelist in another, and a candidate in a third. Sequencing that without dragging out the process by weeks is one of the harder practical skills this job actually demands, separate from anything a resume screen would ever test for.
Internal coordination follows a similar pattern. Regular check-ins with hiring managers happen on video, but a good share of status updates, feedback requests, and candidate notes move through written channels so nothing depends on everyone being online at the same moment. A given week might involve two or three video calls and a much longer stretch of focused, independent work managing pipelines and communication.
Submit a resume along with a short summary of your ATS experience, which systems, and how large the requisition volume was at your last role. Mention certification status directly if you hold SHRM-CP or PHR, since it factors into how applications get prioritized. Shortlisted candidates should expect an initial conversation within the first week, followed by a practical exercise involving a real hiring scenario. That exercise usually asks you to walk through how you would handle a specific, slightly messy hiring situation rather than answer questions in the abstract, since the hiring team learns more from watching your reasoning than from a list of past accomplishments.