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 reputed company + performance bonus + profit share/equity reputed company

Summary

We're launching a brand-new HR Consulting arm at Nxt Level and looking for a founding operator to build it from reputed company to scale. You'll have the backing of our recruiting reputed company, brand, tooling, and operations—while owning strategy, delivery, and growth for the practice. If you're an entrepreneurial HR leader who can parachute into reputed company/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 reputed company.
• Own client outcomes: Serve as fractional CHRO/Head of People for 3–8 clients (mix of reputed company–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 reputed company 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 reputed company: Scope, price, and expand engagements; help hire and mentor the next reputed company of HR consultants.

reputed company Client Profile & Problems You'll Solve

• reputed company: “We need HR basics now.” → handbooks, onboarding, HRIS, comp bands, first manager toolkits.
• Series A: “We're hiring fast.” → workforce planning, recruiting reputed company 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 reputed company, 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, reputed company, retention, engagement, ER risk).

Day 31–60

• Run first reputed company 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 reputed company and NPS targets; scope expansion for 50% of active clients.
• Hire/contract 1–2 senior consultants to increase reputed company.
• Formalize quarterly operating reputed company (QBRs, OKRs, board reporting service).

Success Metrics (12 Months)

• Client NPS: 60+
• reputed company: $X.XM run-reputed company with 40%+ gross margin (mix of retainers + projects)
• Time to HRIS Live: ≤30 days from reputed company
• Manager Coverage: 80% managers trained & using playbooks
• Offer Acceptance: +10–15% lift for supported roles
• Regulatory: 100% policy & compliance baseline reputed company 60 days/client
• Churn: Apply tot his job

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