HR Performance Consultant
Description
HR Performance Consultant (Remote)
About the Role
Are you a strategic thinker who thrives on transforming people operations into high-impact systems? As a Remote HR Performance Consultant, you'll play a critical role in evaluating, designing, and executing performance management systems that drive employee growth and organizational success. Your role is to help organizations establish a strong performance culture founded on clarity, fairness, and strategic alignment. From creating feedback mechanisms to advising on leadership development, you’ll be the go-to partner for clients seeking results-oriented HR practices. Your work will directly influence how companies recognize achievement, develop talent, and improve retention across distributed teams.
Key Responsibilities
- Design and refine performance review frameworks aligned with business strategy.
- Audit existing performance management systems for efficiency and fairness.
- Develop and implement KPIs, OKRs, and goal-setting models that support role clarity and accountability.
- Coach HR and business leaders on delivering effective feedback, setting clear expectations, and conducting thorough reviews.
- Recommend performance improvement initiatives based on analytics and employee insights.
- Support the implementation of continuous feedback systems across remote environments.
- Deliver training sessions and toolkits on performance culture, coaching, and communication.
- Collaborate cross-functionally to embed metrics-driven performance across all levels.
- Benchmark best practices in performance calibration and employee development.
- Provide actionable reports and dashboards using advanced analytics tools.
Work Environment
This is a fully remote position where your digital fluency and time management skills will be key to success. You will collaborate daily with HR teams, managers, and executives through asynchronous communication and video calls. Expect to use real-time messaging platforms, collaborative document tools, and virtual whiteboards to facilitate efficient project delivery. Whether supporting a startup that is scaling quickly or an enterprise optimizing its processes, you will engage with clients across diverse industries and time zones.
Tools & Technology
- Performance management platforms: Culture Amp, Lattice, 15Five
- HRIS systems: Workday, BambooHR, SAP SuccessFactors
- Analytics tools: Power BI, Tableau, Google Looker Studio
- Project management software: Asana, ClickUp, Monday.com
- Communication platforms: Slack, Zoom, Microsoft Teams
Qualifications
- 5+ years of experience in performance management, HR consulting, or talent strategy.
- Deep understanding of employee engagement strategies, evaluation frameworks, and feedback delivery.
- Proven track record designing scalable HR performance solutions for distributed teams.
- Ability to interpret complex data and translate insights into practical recommendations.
- Strong facilitation and communication skills; able to coach leaders across cultures.
- Bachelor’s degree in Human Resources, Psychology, Business, or related field.
- Preferred certifications: SHRM-SCP, SPHR, or OD specialization.
Preferred Skills
- Experience advising clients in hybrid and remote-first environments.
- Familiarity with inclusion-focused performance approaches.
- Strong writing and presentation abilities, capable of delivering compelling insights.
- Enthusiasm for driving behavior change and cultural alignment through measurement.
- Flexibility to tailor strategies based on company size, growth phase, and industry.
Salary & Benefits
- Annual Salary: $138042
- 100% remote work flexibility
- Health, vision, and dental insurance
- Paid professional development and certification support
- Generous paid time off and company holidays
- Access to international peer networks and mentoring circles
The Value You Deliver
As an HR Performance Consultant, you will help shape how companies reward excellence, motivate people, and sustain high performance through evidence-based systems. Your guidance will empower leaders to manage transparently and develop meaningful, measurable goals. By designing clear frameworks for recognition and accountability, you’ll play a vital role in creating inclusive workplaces where employees are seen, supported, and motivated to thrive. Your strategies will reduce bias, improve equity in evaluations, and enable performance reviews that drive real growth.
Growth & Career Path
This role offers the opportunity to become a thought leader in performance enablement. Whether you aim to specialize further in talent architecture, leadership development, or HR tech, you’ll have exposure to top-tier companies navigating change. You’ll be positioned to expand into broader workforce transformation initiatives and may even grow into roles such as Organizational Effectiveness Consultant, Talent Strategy Director, or VP of People Analytics.
Why This Role Stands Out
We believe that performance is about more than just numbers—it’s about impact, collaboration, and continuous learning. As part of this consulting team, you’ll partner with companies that prioritize people, not just productivity. You’ll help build systems that reflect values, drive engagement, and fuel innovation. If you’re energized by building scalable processes and enjoy translating vision into action, this is the perfect place to put your ideas into motion.
Who You’ll Work With
You’ll collaborate with global HR partners, people operations teams, and senior executives. You’ll also have access to a community of like-minded consultants, regular knowledge-sharing sessions, and resources to keep you ahead of industry trends. Expect diverse projects that challenge you to bring both strategic insight and empathy to every engagement.
What Success Looks Like
- Clear, goal-oriented frameworks implemented across departments
- Increased adoption of continuous feedback and recognition tools
- Improvement in employee engagement and retention metrics
- Equitable and consistent performance review processes
- High client satisfaction and repeat engagement for your services
Let’s Build Something Meaningful
If you're ready to shape the future of performance culture with clarity, integrity, and data-driven insights, we invite you to bring your expertise to our dynamic, people-first environment. Apply today to help companies reimagine how they recognize, grow, and support their teams.
Frequently asked questions (FAQs)
1. What will my week actually look like—how much is framework design vs. coaching leaders?
Most weeks split across three streams: (1) auditing current performance practices and fixing the broken bits, (2) architecting or refining frameworks (ratings, calibration, OKRs, continuous feedback loops), and (3) coaching managers and HRBPs on how to give sharper, bias-aware feedback. You’ll jump between async doc reviews, data dives in Power BI/Tableau/Looker Studio, and live working sessions on Zoom or Teams. Expect to facilitate tough conversations, rewrite outdated rubrics, and turn messy inputs into clean, decision-ready guidance.
2. How do I use data to influence decisions, not just report them?
Data is your leverage. You’ll translate engagement scores, goal attainment rates, calibration variance, and promotion velocity into a story leaders can act on. Using tools like Culture Amp, Lattice, 15Five, and HRIS data from Workday or BambooHR, you’ll build dashboards that expose trendlines, inequities, and blind spots. The value you add is in the “so what”—turning patterns into clear recommendations (e.g., redefining rating scales, redesigning feedback cadences, or tightening manager enablement) and then tracking the impact quarter over quarter.
3. What are the hardest problems I’ll be asked to solve in a remote-first context?
Three stand out: sustaining continuous feedback (not just end-of-cycle reviews), reducing bias in distributed, cross-cultural teams, and getting leaders to actually use the systems you design. You’ll address them by embedding lightweight, weekly rituals, running calibration with clear decision rules, and pairing analytics with training so managers see exactly how their choices affect fairness and retention. You’ll also standardize artifacts—goal libraries, behavior anchors, feedback templates—so performance expectations are transparent everywhere, not just in the HQ time zone.
4. Where can this role take me next if I want to go deeper or broader?
You can specialize (People Analytics, Leadership Development, Organizational Design) or scale into broader transformation roles (Organizational Effectiveness Consultant, Talent Strategy Director, VP of People Analytics). Because you’ll operate at the intersection of data, culture, and systems, you’ll naturally build a portfolio that showcases measurable impact, perfect for stepping into exec advisory roles or leading global performance strategy across larger enterprises.
5. How will success be measured—what should I be proud to point to after 6–12 months?
Clear signals include a company-wide, goal-driven framework adopted across functions; tighter calibration outcomes with reduced rating drift and fewer post-cycle reversals; a measurable lift in engagement, retention, or promotion equity; manager enablement scores trending upward; and executives using your dashboards to inform talent decisions, rather than relying on gut instinct. If feedback is happening continuously, reviews feel fair, and leaders can explain how performance connects to growth and rewards—you’re winning.
