HR Consultant I

About Danforth Advisors

Danforth Advisors is a finance and accounting consultancy built for life-sciences companies — from early-stage start-ups through the demands of an IPO and beyond. Our teams step directly into client finance functions to build the accounting, controllership, and reporting infrastructure that growing biotech and life-sciences companies need. We're a career home for people who want to do meaningful client-facing work as part of a collaborative team, not a bench of interchangeable contractors.

The Role

Consultant
Strategic & Operational Human Resources

Job Summary
Danforth’s Strategic & Operational HR consulting team provides advisory and execution of HR functions according to clients’ needs, scaling in line with their growth. Services include foundational HR strategy and guidance, organizational development, on-boarding, benefits/payroll, employee relations and executive compensation, among others.

The Consultant, Strategic & Operational Human Resources will have experience supporting early-stage and publicly traded life science organizations, including biotech, pharmaceutical, medical device and healthcare IT companies. The ideal candidate will have consulting experience with the ability to balance priorities of multiple clients at a time. This role often operates as the client’s sole HR practitioner and requires a hands-on leader that is an expert in navigating the fast-paced environment of early-stage and startup organizations.

The Consultant will lead and execute the routine functions of the HR department including hiring and interviewing staff, administering pay, benefits, and leave, and enforcing company policies and practices. This role will work closely with leadership and often partner with a Danforth Senior Consultant to ensure execution on HR/business strategy, legal compliance and implementation of the organization’s mission and talent strategy.

Responsibilities, which may vary by client engagement:

• Partner with the leadership team to understand and execute the organization’s human resourced and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning
• Provide support and guidance to HR team, management, and other staff when complex, specialized, and sensitive questions and issues arise
• Manages the talent acquisition process, which may include recruitment, interviewing, hiring and onboarding of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborates with departmental managers to understand skills and competencies required for openings
• Conducts or acquires background checks and employee eligibility verifications
• Implements new hire orientation and employee recognition programs
• Develops and maintains HR related materials such as offer/termination letters, interview materials, employee handbook, etc.
• Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent
• Handles employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff
• Performs routine tasks required to administer and execute human resource programs including but not limited to compensation, benefits, and leave; management of the benefit open enrollment process; disciplinary matters; disputes; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development
• Develop and facilitate the performance evaluation and development process including company communications, manager coaching, performance calibration, promotion process and criteria and compensation planning.
• Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organization’s human resource compliance and strategy needs.
• Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.

Required Skills/Abilities:

• Excellent verbal and written communication skills.
• Excellent interpersonal, negotiation, and conflict resolution skills.
• Excellent organizational skills and attention to detail.
• Strong analytical and problem-solving skills.
• Ability to prioritize tasks and to delegate them when appropriate.
• Ability to act with integrity, professionalism, and confidentiality.
• Thorough knowledge of employment-related laws and regulations.
• Proficient with Microsoft Office Suite or related software.
• Proficiency with or the ability to quickly learn HRIS and talent management systems.

Education and Experience:

• Bachelor’s degree in Human Resources, Business Administration, or related field required
• 7-10 years of progressive experience in Human Resources, including roles as a specialist, generalist and/or leading a solo HR function
• SHRM-CP or SHRM-SCP highly desired
• 3+ years of HR experience within the life sciences (biotech, pharmaceutical, medical device, healthcare IT) required
• Experience in both early-stage and publicly traded life science organizations highly desired
• Consulting experience preferred

Why Danforth

• A defined growth path — advancement is a real, supported option, not just a talking point

• A team-based, mentorship-driven model rather than being handed a client and left on your own

• The chance to build a career across a portfolio of life-sciences clients, rather than staying siloed at one company

• A salaried role with the stability of a firm behind you