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.
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