HR Consultant

EHR is boutique human resources consulting firm. providing executive and specialty search, 
compensation and benefits analysis, diversity, equity and inclusion, employment investigations, 
training, and transition services. We offer outsourcing and HR project services to clients across 
various business sectors, including nonprofits, philanthropic organizations and for-profit 
companies in Washington, DC, New York and nationally.  
The HR Consultant will support and collaborate with the Founder & Managing Consultant in serving 
a dedicated nonprofit client. The Consultant will provide guidance on aligning the organization’s 
people strategy with its business priorities, supporting workforce planning, informed decision
making, and proactive risk mitigation. This role is designed to help streamline the client’s HR efforts 
by offering guidance, HR expertise, and relationship-building support with international regional 
offices and HQ. The position focuses on executing projects, making recommendations and thought 
partnership, and partial execution of HR activities in collaboration with the client’s Operations 
team.  
Responsibilities  
• General HR Administration and Compliance- Advise on general human resources 
compliance matters, including fair labor standards, employee benefit plan compliance, 
federal, state, and local employment laws and regulations, and employee and independent 
contractor status determinations. Coordinate with outside counsel. Run ad hoc reports and 
conduct analysis of HR metrics. 
• Workforce Planning- Work with Senior Manager, Operations, and COO to ensure globally 
consistent, locally adaptable tools, policies, and approaches that support the unique HR 
needs of each regional office, accounting for local cultural norms, legal requirements, and 
labor markets. Advise leadership as needed on aligning the people strategy with business 
priorities to plan workforce needs to assist with more informed decision-making and risk 
mitigation. May meet frequently to provide updates and advisory on HR systems, projects, 
and metrics. This may include business updates impacting staff, workforce metrics and 
risks, talent highlights, and employee engagement insights. 
• International HR- Work with outside international advisors as needed to address specific 
operational issues that may arise occasionally in any of the client’s international regional 
offices outside. Conduct regular meetings on a monthly cadence with in-country leads to 
connect people strategy with business strategy, improve credibility, and become more 
proactive, aligned, and consistent.  
• Compensation and Benefits Administration- Establish a universal title banding scheme 
across the client’s organization with corresponding base compensation ranges for each 
country of operation in the local currency and a comprehensive build-out of the individual 
elements of compensation packages for each country in which the client is operating. 
Oversee the regular conduct of market pricing and compensation studies on a rolling 
biennial or triennial basis (depending on market conditions) for all regional offices. Review 
and monitor compensation ranges to ensure internal equity. Manage the annual 
compensation adjustment process with the annual review and budgeting process. Manage 
employee benefits administration by providing technical support, internal 
communications, and advice on employee benefits, updating the annual benefits summary 
as applicable. Plan and manage annual benefits open enrollment activities, including 
employee meetings and finalizing updates to HRIS and all other relevant information 
systems. 
• Performance Management- Plan and manage annual performance evaluation process; 
compliance, memo adjustments, evaluation tools, training, evaluation and merit roll up 
process, and merit increase letters to employees.   
• Recruitment – Guide managers through recruitment process, sourcing/job 
ads, interviewing, offers and compliance. 
• Employee Relations- Resource for staff; acts as an internal resource to staff for general 
human resources questions and approaches. Resource for Senior Management Team and 
managers; provides advice to managers and employees on sensitive employee relations 
matters. Coordinate with senior staff and outside counsel. 
• Transitions- Work with executives and managers through employee separations and RIFs.  
This includes coaching, recommending a separation package as applicable, 
documentation, risk and legal coordination, and the internal termination process, in 
coordination with the EHR Managing Consultant. 
• Onboarding and Offboarding-  
o Onboarding- Evaluate current onboarding approach and creates a standardized 
process at HQ and regional offices for integrating a new hire into the organization so 
they can become productive, engaged, and confident in their role. This includes 
pre-boarding and administration, orientation, role-specific training, and ongoing 
integration.   
o Offboarding- Evaluate current offboarding approach and creates a standardized 
process at HQ and regional offices for managing an employee’s exit from the 
organization, whether voluntary or involuntary, that will minimize risk and preserve 
knowledge. This includes the resignation or termination initiation, knowledge 
transfer, exit administration, exit interview, and post-exit follow-up.  
• Equity and Inclusion - Work across the organization to help ensure fair access to 
opportunities, resources, and outcomes. Helps create an environment where everyone 
feels respected, heard, and able to contribute to the organization through HR systems and 
processes. This may include better decision-making, higher employee engagement, 
improved talent attraction and retention, and reduced risk (legal, reputational, operational).  
• Updates- Weekly written reports and monthly updates must be provided to the Founder & 
Managing Consultant to support client collaboration and effective relationship 
management.  
Position Requirements 
o Bachelor’s degree in Human Resources, Business, Communications, Psychology, or a 
related field required; SPHR or PHR certification preferred. 
o Minimum of seven (7) years of progressively responsible HR generalist experience required. 
Experience in a nonprofit environment, including some international exposure, is strongly 
preferred. 
o Demonstrated expertise in recruitment, employee relations, compliance, and 
organizational transition initiatives. 
o Proven success working in a remote, team-based environment. 
o Technical proficiency with HRIS platforms (Rippling preferred) and intermediate-level skills 
in Microsoft Word, Excel, and PowerPoint. 
o Strong attention to detail, with demonstrated research, streamlining processes, and 
project management capabilities. 
o Creative and innovative approach to problem-solving. 
o Excellent follow-up skills and polished client relationship management abilities. 
o Strong written communication and research skills. 
o Highly organized with exceptional attention to detail. 
o Flexible, adaptable, and responsive to changing priorities. 
Additional Details 
o Title: HR Consultant. 
o Status: Independent Contractor. 
o Reports to: Founder & Managing Consultant. 
o Client: international non-profit headquartered in NYC with international regional offices. 
o Work Schedule: Approximately 30-35 hours per week; virtual work environment but may be asked to join the client a few days per month. Candidates based near Washington, D.C., NYC strongly preferred to 
align with the location of the client.  
o Rate of Pay: $46-48 per hour; commensurate with experience.  
o Date: March 2026. 
o Updates: weekly updates and monthly report required. 
o Apply: To apply, please send your letter of interest and resume to Stacey Berk, 
[email protected].  
o Inclusion: EHR is committed to providing an opportunity without regard to an individual's 
age, color, disability, gender, gender expression, gender identity, genetic information, 
national origin, race, religion, sex, sexual orientation, or veteran status.