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Nxt Level

60 Nxt Level Operations Jobs Hiring Near You

NxT Level

HR Consultant

Manhattan, NY · On-site

... 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 ...

NxT Level

HR Consultant

Manhattan, NY · Remote

... 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 ...

NxT Level

Operations Manager

Rogers, MN

Now, as we scale up, we need a dynamic Operations Manager to optimize our operational processes. Responsibilities: 1. Strategic Planning: * C ollaborate with leadership to develop and execute ...

NxT Level

Operations Manager

Rogers, MN · On-site

Now, as we scale up, we need a dynamic Operations Manager to optimize our operational processes. Responsibilities: 1. Strategic Planning: * Collaborate with leadership to develop and execute ...

NxT Level

Vice President of AI

Nashville, TN · On-site +1

This executive-level position will drive the development and adoption of AI-powered solutions ... Collaborate with leaders in operations, marketing, finance, and client servicing to identify high ...

NxT Level

Customer Service Associate

Seattle, WA

$25 - $26/hr

Ability to perform these operations using units of American money and weight measurement, volume ... higher level of problem-solving such as escalation or resolution * Must be available to work ...

NxT Level

Customer Service Associate

Seattle, WA

$25 - $26/hr

Ability to perform these operations using units of American money and weight measurement, volume ... higher level of problem-solving such as escalation or resolution * Must be available to work ...

NxT Level

Customer Service Associate

Seattle, WA · On-site

$25 - $26/hr

Ability to perform these operations using units of American money and weight measurement, volume ... higher level of problem-solving such as escalation or resolution * Must be available to work ...

NxT Level

Vice President of AI

Nashville, TN · On-site

This executive-level position will drive the development and adoption of AI-powered solutions ... Collaborate with leaders in operations, marketing, finance, and client servicing to identify high ...

NxT Level

Senior Data Engineer

Boston, MA

$115.10K - $156.40K/yr

Establish standards for data quality, observability, lineage, governance, security, and operational ... level * Proven platform mindset: designed/delivered enterprise-scale data platforms or lakehouse ...

NxT Level

Senior Data Engineer

Boston, MA · On-site

$115.20K - $156.40K/yr

Establish standards for data quality, observability, lineage, governance, security, and operational ... level * Proven platform mindset: designed/delivered enterprise-scale data platforms or lakehouse ...

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All JobsNxt Level Operations Jobs

Nxt Level Jobs Information

What are the key skills and qualifications needed to thrive in Operations, and why are they important?

To thrive in Operations, you need strong analytical skills, process optimization abilities, and experience in supply chain or project management, often supported by a relevant degree. Familiarity with ERP systems, workflow management tools, and certifications like Six Sigma are commonly expected. Excellent problem-solving, leadership, and communication skills help drive efficiency and foster collaboration across teams. These competencies are vital for ensuring streamlined processes, minimizing costs, and achieving organizational objectives.

What are some common challenges faced by professionals in operations roles, and how can they be effectively managed?

Professionals in operations often face challenges such as coordinating across multiple departments, adapting to fast-changing priorities, and optimizing processes under tight deadlines. Effective management of these challenges typically involves strong communication skills, proactive problem-solving, and the ability to use data to inform decisions. Building strong relationships with team members and leveraging project management tools can also help operations professionals stay organized and ensure smooth workflow. Continuous learning and adaptability are essential to thrive in this dynamic environment.

What are 'Operations' jobs?

Operations jobs focus on managing and optimizing the day-to-day activities within a business to ensure efficiency and productivity. Professionals in operations oversee processes, resources, and workflows to help organizations run smoothly and achieve their goals. Their responsibilities can range from supply chain management and logistics to process improvement and team coordination. Operations roles are essential across many industries, including manufacturing, retail, healthcare, and technology. These positions require strong organizational, problem-solving, and communication skills.

What jobs pay $3,000 a day?

High-level operations roles such as executive directors, chief operating officers, or specialized consultants in industries like finance, technology, or management can sometimes earn $3,000 or more per day, especially with extensive experience and in high-demand environments. These positions often require advanced skills, certifications, and significant responsibility, and compensation may include bonuses or profit sharing.

What is the difference between Operations vs Customer Service Representative?

AspectOperationsCustomer Service Representative
Required credentialsVaries; often includes business or management certificationsHigh school diploma or equivalent; some roles may require customer service training
Work environmentOffice settings, warehouses, or production facilitiesCall centers, retail stores, or office environments
Employer and industry usageCommon across manufacturing, logistics, and corporate sectorsCommon in retail, telecommunications, and service industries
Search and comparison intentFocuses on managing processes, logistics, and overall business operationsFocuses on assisting customers, resolving issues, and providing support

Operations roles involve managing business processes, logistics, and overall organizational efficiency, often requiring management certifications. Customer Service Representatives primarily handle customer interactions, support, and issue resolution. While both roles are essential in business operations, they differ in responsibilities, work environment, and skill requirements.

What are the most popular jobs at Nxt Level?
What are the most popular categories at Nxt Level?
Infographic showing various Operations job openings at Nxt Level in the United States as of May 2026, with employment types broken down into 1% Internship, and 99% Full Time. Highlights an 93% Physical, 2% Hybrid, and 5% Remote job distribution.

HR Consultant

NxT Level

Manhattan, NY • On-site

Full-time

Posted 22 days ago

Job description

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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