Ask five people at a growing company how something got done last quarter, and you'll usually get five different answers — or a shrug. That gap between what an organization knows and what it can actually retrieve, when it needs it, is the whole reason this role exists. We're hiring a
Senior Remote Knowledge Manager to close it.
The Short Version
This is a full-time, fully remote role open to candidates anywhere, paying $145,000 a year. You'll set the direction for how information moves through the company: what gets captured, where it lives, who can find it, and how it's kept current once the person who wrote it has moved on. Expect a mix of long-term planning and week-to-week execution — this isn't a role you can run from a slide deck alone.
Where the Job Actually Lives
Some weeks lean strategic. Others are spent in the weeds with a messy SharePoint site or a Confluence space nobody has touched in a year. Broadly, you'll be responsible for:
- Setting a knowledge management strategy that ties back to specific business priorities, not just "better documentation"
- Finding where critical know-how actually sits inside the company and building a repeatable way to pull it out
- Keeping a central knowledge repository organized enough that people can find what they need without asking around
- Running workshops and short training sessions that get information out of people's heads and into something searchable
- Building handoff processes for onboarding, offboarding, and internal moves, so nothing walks out the door with a departing employee
- Working with HR to fold knowledge retention into how the company already develops its people
- Tracking whether any of this is actually working — defining metrics, reporting them, adjusting course when they're flat
- Managing a small team, including their day-to-day priorities and their growth
What You Bring to the Table
This role isn't a stretch assignment. We need someone who has already run knowledge or information programs and can point to results.
- Experience: at least 7 years in knowledge management, information management, or an adjacent field, with 3 or more of those years spent leading people or programs
- Education: Bachelor's degree required
- Hands-on comfort with platforms like SharePoint or Confluence, or similar content management tools
- A working understanding of information architecture and how knowledge management programs typically fail (usually adoption, not tooling)
- Prior experience managing people, including setting priorities and giving useful feedback
- Writing that's clear enough for a non-technical audience and precise enough for a technical one
- A habit of diagnosing root causes rather than patching symptoms
Also Nice, Not Required
- Master's degree in a related field
- Experience rolling out AI-assisted search or auto-tagging inside an existing knowledge base
- Time spent speaking at industry events or contributing to knowledge management communities
- Background building knowledge systems specifically for distributed teams
- Exposure to change management, since getting people to actually use a new system is often the harder half of the job
Compensation and What Comes With It
Beyond the base salary, here's what's included:
- Fully remote work with control over your own schedule
- Performance bonuses tied to results, not just tenure
- Money set aside every year for courses, certifications, and outside learning
- Early access to newer knowledge management tools as we test and adopt them
- A generous, genuinely usable PTO policy
- Health, dental, and vision coverage where applicable
Who You'd Be Working With
You'll sit at the intersection of IT, HR, and whichever business unit has the loudest problem that week. That's by design — a knowledge manager who only talks to one department ends up building a system that nobody outside that department wants to use. People who list this job on Naukri Mitra tend to ask how much real authority it entails, and the honest answer is: quite a bit. Leadership treats this as a program with teeth, not a compliance checkbox bolted onto onboarding paperwork.
Applying
Send a resume and a short note about your background. Skip the general pitch — tell us about one or two specific programs you built or fixed, what was broken beforehand, and what changed once your work was in place. That detail matters more to us than a polished summary of your job titles.
