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

Were launching a brand-new HR Consulting arm at Nxt Level and looking for a founding operator to build it from zero to scale. Youll have the backing of our recruiting engine brand tooling and operationswhile owning strategy delivery and growth for the practice. If youre an entrepreneurial HR leader who can parachute into Seed/Series A/B environments architect people systems and ship outcomes quickly lets talk.

What Youll 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 38 clients (mix of SeedSeries 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 Youll Solve

• Seed: We need HR basics now. handbooks onboarding HRIS comp bands first manager toolkits.

• Series A: Were 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 030

• Stand up core offerings & pricing sales collateral and delivery playbooks.

• Audit 23 early clients; stabilize HRIS policies comp bands and onboarding flows.

• Publish a KPI dashboard template (hiring ramp retention engagement ER risk).

Day 3160

• 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 6190

• Hit initial revenue and NPS targets; scope expansion for 50% of active clients.

• Hire/contract 12 senior consultants to increase capacity.

• Formalize quarterly operating cadence (QBRs OKRs board reporting service).

Success Metrics (12 Months)

• Client NPS: 60

• Revenue: $ 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: 1015% lift for supported roles

• Regulatory: 100% policy & compliance baseline within 60 days/client

• Churn: <10% logo churn; 50% expansion within 6 months

What Youve Done

• 712 years across HR/People Ops with meaningful time as the first/early HR leader in venture-backed startups (SeedSeries 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.

• Builders mindset: Bias to action pragmatic over perfect documentation by default.

Required Experience:

Contract