Most companies don't need a full HR department. They need someone who already knows what a full HR department would do, and can apply that judgment remotely, across multiple clients, without dropping the details that actually matter — compliance, onboarding, the messy employee relations case that lands on a Friday afternoon.
The role
This is a consulting position, not an in-house HR seat. You'd work across a portfolio of clients, each with different maturity levels, different pain points, and different expectations of what "HR support" even means. Some weeks you're building a recruitment process from scratch for a client with none. Other weeks you're auditing an existing one for compliance gaps. The constant is that clients are trusting your read on their people problems, and that read needs to be sound.
What the work actually covers
- Build HR strategies with clients that actually connect to their business goals, not generic policy templates
- Advise on HR policy, procedure, and compliance with employment law at the federal, state, and local level
- Support recruitment from job description through candidate sourcing, screening, and virtual interviews
- Guide clients through employee relations issues — conflict resolution, performance management, disciplinary situations
- Design and run training sessions tailored to specific skill gaps rather than off-the-shelf modules
- Advise on compensation benchmarking and benefits packages that actually compete in a client's market
- Conduct HR audits and risk assessments, flagging exposure before it becomes a real problem
- Recommend and help implement HR software, and train client teams on using it properly
- Manage onboarding and offboarding processes so both ends of the employee lifecycle stay smooth and compliant
- Track HR metrics and turn them into reports clients can actually act on, not just numbers on a slide
What's required
A
Bachelor's degree in human resources, business administration, or a closely related field is the baseline. An HR certification such as PHR or SHRM-CP is strongly preferred, though not an absolute dealbreaker if your track record speaks for itself. You'll also need at least
5 years of HR generalist experience, with real, demonstrated work managing HR functions remotely — this isn't a role to learn virtual consulting in.
A few things separate strong candidates beyond years and credentials:
- You know employment law well enough to catch a compliance risk before a client's legal team has to
- You build trust fast with people who've never met you in person and may be skeptical of outside advice
- You're fluent in HR systems — applicant tracking, HRIS platforms, self-service tools — not just aware of them
- You can read HR data and turn it into a recommendation, not just a chart
- You manage multiple client relationships at once without letting any of them feel like an afterthought
Good to have
- Experience consulting for clients across multiple industries
- Familiarity with compensation benchmarking tools and salary survey data
- A track record of designing onboarding programs from the ground up
Compensation
This role pays
$99,223 annually. It's fully remote, and hours flex to accommodate clients across different time zones — this isn't a fixed nine-to-five, but it does require consistent availability during client-facing hours.
Benefits
- Full remote flexibility, with the ability to structure your day around client needs rather than a rigid schedule
- Comprehensive health, dental, and vision coverage
- Paid time off and holiday leave
- Funded access to HR certification renewal and continuing education
- Retirement plan with employer contributions
How the team operates
Consultants here aren't left to figure out tricky client situations alone — there's a standing practice of bringing thornier compliance or employee relations cases to the group before advising a client, rather than guessing and hoping it holds up. Naukri Mitra has placed HR consultants in similar remote advisory roles before, and one thing that consistently comes up is how much more structured this kind of peer support is than typical freelance consulting setups. If a client relationship is going sideways, the expectation is you flag it early, not manage it quietly until it becomes a bigger problem.
The client base spans a genuinely wide range of company sizes and industries, so the work rarely lets you run the same playbook twice in a row. If you've had to translate HR best practices for organizations at very different stages of maturity, that adaptability matters more here than familiarity with any single industry.
Applying
Put together your resume and a short cover note that goes beyond a general summary — mention a real compliance catch, a program you stood up, or a client relationship you turned around; specifics like that carry more weight than a broad list of duties. Candidates from the U.S., Canada, the UK, EU countries, Australia, India, and other regions are welcome to apply, provided you meet the experience requirement and can work reliably across time zones. Applications are reviewed on a rolling basis.
