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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 · On-site

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

Senior DevOps Engineer, K8

San Francisco, CA · On-site

$153K - $196K/yr

We are looking for a Senior Software Engineer, Infrastructure with ideally 5+ years of experience to own and evolve the build, release, and runtime foundations at a fast-scaling voice AI company. You ...

NxT Level

Senior DevOps Engineer, K8

San Francisco, CA

$153K - $196K/yr

We are looking for a Senior Software Engineer, Infrastructure with ideally 5+ years of experience to own and evolve the build, release, and runtime foundations at a fast-scaling voice AI company. You ...

NxT Level

Senior DevOps Engineer, K8

San Francisco, CA · On-site

$153K - $196K/yr

We are looking for a Senior Software Engineer, Infrastructure with ideally 5+ years of experience to own and evolve the build, release, and runtime foundations at a fast-scaling voice AI company. You ...

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

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 · On-site

$115K - $156K/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

$115K - $156K/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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Infographic showing various Operations job openings at Nxt Level in the United States as of July 2026, with employment types broken down into 1% Internship, and 99% Full Time. Highlights an 99% Physical, and 1% Remote job distribution.
HR Consultant

HR Consultant

NxT Level

Manhattan, NY • On-site

Full-time

Posted 4 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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