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Remote Chro Jobs (NOW HIRING)

Syndio

Account Partner, Enterprise Segment

$130K - $140K/yr

Why this job is exciting You're the person customers call when their CHRO needs board-ready ... Fully remote model - #LI-Remote The interview overview Below you'll find an outline of the ...

Destinationpet

People Programs Manager

Remote US ( preference given to candidates based in Dallas or Denver) Travel: 10% REPORTS TO :Group CHRO (dotted line to VP of HR) PAY: $80,000- $110,000 plus bonus potential up to 10% CORE ...

Mercor

Benefits Expert - AI Trainer

Dallas, TX · Remote

$63/hr

Remote Duration: Approximately 25 minutes Role Responsibilities * Complete a structured ~25-minute ... Current title such as CHRO or Chief People Officer, VP or Head of HR, Benefits, or Total Rewards ...

Morley

Meeting and Event Coordinator (Remote)

Carolina, RI · Remote

$20.50 - $27.25/hr

Remote; involves regular travel to trip destinations Looking to jump start your event planning career? As a Meeting and Event Coordinator at Morley, you'll help plan and operate domestic and ...

NxT Level

HR Consultant

Manhattan, NY · Remote

Remote (USA) with occasional travel • Type: Full-time Compensation: Competitive base ... Serve as fractional CHRO/Head of People for 3-8 clients (mix of Seed-Series B and scaling orgs)

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How much do remote chro jobs pay per hour?

As of Aug 24, 2026, the average hourly pay for remote chro in the United States is $20.78, according to ZipRecruiter salary data. Most workers in this role earn between $16.35 and $22.12 per hour, depending on experience, location, and employer.

What is the difference between Remote Chro vs Remote HR Director?

AspectRemote ChroRemote HR Director
CredentialsHR certifications, executive leadership experienceHR certifications, senior HR experience
Work EnvironmentStrategic leadership, company-wide HR policiesOverseeing HR teams, implementing policies
Industry UsageUsed in larger organizations for strategic HR rolesCommon in medium to large companies managing HR functions
Search & Comparison IntentUnderstanding strategic HR leadership roles remotelyComparing senior HR roles in remote settings

The Remote Chro focuses on strategic HR leadership and company-wide HR initiatives, often requiring executive experience and certifications. The Remote HR Director typically manages HR teams and implements policies, with a focus on operational HR functions. Both roles are vital in large organizations but differ mainly in scope and strategic involvement.

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Remote Chro jobs near you
Infographic showing various Remote Chro job openings in the United States as of August 2026, with employment types broken down into 95% Full Time, 4% Part Time, and 1% Contract. Highlights an 83% Physical, 6% Hybrid, and 11% Remote job distribution, with an average salary of $43,217 per year, or $20.8 per hour.

Account Partner, Enterprise Segment

Syndio

Remote

$130K - $140K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Re-posted 17 days ago

Job description

About the role
As an Account Partner, you will own the full client relationship across a book of enterprise accounts that are serious about transforming the future of pay. You are the person who makes the Syndio commercial motion real: driving adoption, expanding the Syndio platform, and running a book where every renewal is earned long before it's negotiated.
 
Why this job is exciting

You're the person customers call when their CHRO needs board-ready analysis, when a new pay directive lands in their region, when Talent Acquisition needs to speed up offers for critical hires, and most importantly, when they're ready to transform how they make pay decisions across the org. You anticipate those calls before they come, arriving with a point of view on where each account's compliance posture is heading and what to do about it before leadership asks. Your customers trust you because you understand their business, not just the product.

Building that trust is how you build a commercial relationship. You earn executive alignment with the office of the CHRO and CFO by being the advisor who helps your customers think through hard problems, not the person who manages their contract. That advisory credibility is what opens the path from compliance-only into governance at scale, and what makes renewals a confirmation of partnership rather than a negotiation.
 
 
About you
  • 5+ years of enterprise selling experience - Account Management, Enterprise Account Executive, or equivalent GTM roles in B2B SaaS where you personally owned GRR and NRR. Proven expansion and retention wins in a complex, multi-stakeholder enterprise environment, with quantified results you can speak to clearly.
  • You are a self-starter when it comes to delivering value and know how to activate an expansion strategy within an account with a large stakeholder group. 
  • Your customers think of you as an advisor first - the person who helps them think through hard problems - and a commercial owner second. You have relationships and a track record to prove it.
  • You understand your customers' business objectives. You know what is happening in the regulatory environment, what it means for their compensation strategy, and what they should be doing about it. You don't wait to be asked.
  • You earn CHRO access by building VP and Director-level alignment - across HR, Total Rewards, Talent Acquisition, Legal, and Finance. You understand each stakeholder's lens, build the internal consensus that gets you into the room that matters, and know that CHRO sponsorship is what unlocks multi-product expansion.
  • You own GRR, NRR, and quota end-to-end - pipeline generation, renewals and expansion. You run a disciplined book: you know how to allocate time for prospecting within client accounts and know where to focus for retention and expansion. You work these accounts early, and you hit your number consistently. Your track record proves it.
  • You drive adoption and value realization, not just bookings. You know how to get customer teams using what they own, measure the value it delivers, and turn that value into the renewal and expansion story.
  • You're an effective orchestrator of internal resources - you know when to pull in cross-functional teammates and executives to advance an opportunity and how to keep commercial ownership through the close and build category-defining partnerships.

Nice to have

  • Background in Tech or enterprise SaaS, selling into an HR or Finance buyer. 
  • Experience selling AI-native platforms with an expanding product roadmap - you know how to drive adoption of what exists today and build customer conviction around a platform that compounds value over time.
  • Experience expanding a customer from one product into a second within a platform.
  • Consulting background or experience in project management is a plus. 
  • Energized by building. You're drawn to companies defining a new category, not ones running a mature playbook.
  • You have a solid working command of compensation and/or decision intelligence - enough to have a credible, thought-provoking conversation with the office of the CHRO or CFO about what it means to govern pay decisions at scale through technology.
Why you'll love it here:
  • Competitive Compensation. For this role our salary is targeted at $130,000 -$140,000 base per year $260,000- $280,000 OTE. Final offer amounts are determined by factors such as experience and expertise. We take a geo neutral approach to compensation within the US, meaning that we pay based on job function and level, not location. 
  •   Syndio Equity. So you can share in Syndio's success.
  •   Flexible Vacation Policy. We encourage our team to recharge when they need to, plus paid sick & safe time, compassion leave, and voting leave. 
  • Paid parental leave
  •   Medical, Dental, Vision. Syndio pays 90% of employee premiums, and 50% for dependents.
  •   Life Insurance & Disability. Syndio covers the full premium.
  • 401(k). To help you save for your future
  • Fully remote model - #LI-Remote 

The interview overview

Below you'll find an outline of the interview plan for our Account Partner position. Please note that this is what we expect the process to look like; we may ask you for supplemental information or require an additional step before making a final decision.

  • 30 min interview with a member of our Talent Team
  • 45 minute zoom interview with the Hiring Manager
  • Three video interviews with several team members - 2.5 hours
  • Final executive interview - 45 minutes

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