HR Consultant

Founding Head of HR Consulting (De Novo) Division: Nxt Level - HR Consulting (New Practice Launch) Location: Remote (USA) with occasional travel • Type: Full-time Compensation: Competitive base + performance bonus + profit share/equity upside Summary We’re launching a brand-new HR Consulting arm at Nxt Level and looking for a founding operator to build it from zero to scale. You’ll have the backing of our recruiting engine, brand, tooling, and operations - while owning strategy, delivery, and growth for the practice. If you’re an entrepreneurial HR leader who can parachute into Seed/Series A/B environments, architect people systems, and ship outcomes quickly, let’s talk. What You’ll Do

• Build the practice: Define service lines (Fractional HR, Org Design, Talent/People Ops, HRIS, Total Rewards, Performance & L&D, Manager Enablement, Compliance), delivery playbooks, pricing, and P&L cadence.
• Own client outcomes: Serve as fractional CHRO/Head of People for 3–8 clients (mix of Seed–Series B and scaling orgs).
• Design scalable systems: Stand up HR tech stacks (HRIS/ATS/engagement), workflows, SLAs, and reporting (board-ready dashboards).
• Partner with Recruiting: Translate hiring plans into workforce plans, compensation bands, and offer frameworks; increase offer acceptance and ramp speed.
• Advise founders & execs: Org design, culture & values rollouts, leadership coaching, performance architecture, employee relations risk mitigation.
• Ship compliant foundations: Multi-state compliance, handbooks, policies, ER protocols, investigations, and audit readiness.
• Create repeatable IP: Templates, toolkits, and SOPs we can productize across clients.
• Grow revenue: Scope, price, and expand engagements; help hire and mentor the next wave of HR consultants.

Target Client Profile & Problems You’ll Solve

• Seed: “We need HR basics now.” → handbooks, onboarding, HRIS, comp bands, first manager toolkits.
• Series A: “We’re hiring fast.” → workforce planning, recruiting capacity models, level guides, performance/OKRs.
• Series B: “We need to scale quality.” → manager enablement, pay architecture, career frameworks, ER maturity, people analytics.
• Scaling Orgs: “We need alignment + accountability.” → operating cadence, engagement programs, change management, M&A integration.

30/60/90 Day Plan Day 0–30

• Stand up core offerings & pricing, sales collateral, and delivery playbooks.
• Audit 2–3 early clients; stabilize HRIS, policies, comp bands, and onboarding flows.
• Publish a KPI dashboard template (hiring, ramp, retention, engagement, ER risk).

Day 31–60

• Run first wave of manager training (feedback, 1:1s, performance loops).
• Launch people analytics pack (headcount, diversity, attrition, cost per hire, time to fill, time to productivity).
• Productize 10+ templates (handbook, pay bands, leveling guides, PIP, RIF checklist, ER intake).

Day 61–90

• Hit initial revenue and NPS targets; scope expansion for 50% of active clients.
• Hire/contract 1–2 senior consultants to increase capacity.
• Formalize quarterly operating cadence (QBRs, OKRs, board reporting service).

Success Metrics (12 Months)

• Client NPS: 60+
• Revenue: $X.XM run-rate with 40%+ gross margin (mix of retainers + projects)
• Time to HRIS Live: ≤30 days from kickoff
• Manager Coverage: 80% managers trained & using playbooks
• Offer Acceptance: +10–15% lift for supported roles
• Regulatory: 100% policy & compliance baseline within 60 days/client
• Churn: <10% logo churn; 50%+ expansion within 6 months

What You’ve Done

• 7–12+ years across HR/People Ops with meaningful time as the first/early HR leader in venture-backed startups (Seed–Series B).
• Built and operated HR foundations end-to-end: HRIS, policies, comp frameworks, performance cycles, ER, multi-state compliance.
• Translated founder vision into org design, role architectures, and hiring plans; partnered tightly with recruiting.
• Led executive-level conversations and coached managers; comfortable in board/comp discussions.
• Designed scalable processes and documentation others can run with.

Nice to Have

• Prior consulting, fractional CHRO/Head of People, or practice-building experience.
• SHRM-CP/SCP or SPHR; comp/benefits design; people analytics fluency.
• Industry exposure: tech/software, healthcare, AI, or high-growth services.
• Multi-country expansion experience.

How We Work

• Backed by Nxt Level: Sales pipeline support, marketing, FP&A, contracts, invoicing, HR/IT stack, and recruiting horsepower.
• High ownership: You set the bar for quality, cadence, and outcomes.
• Builder’s mindset: Bias to action, pragmatic over perfect, documentation by default.