HeHRa is the first marketplace where senior HR professionals work independently — for employees, not employers. We're onboarding the founding cohort now.
Every HR software platform in the market — Workday, BambooHR, Rippling, Lattice — serves the employer. That's been true since the category began. The employee has never had an equivalent.
HeHRa is building that equivalent. A private, encrypted platform where an employee can work through a PIP, decode a severance agreement, prepare for a termination meeting, or negotiate an exit with guidance that is unambiguously on their side. The platform pairs an AI advisor (trained for tactical workplace strategy) with a marketplace of independent human advocates for situations that need real expertise.
The AI handles volume. You — the advocates — handle the work that requires judgment, nuance, and decades of pattern recognition. We need a bench of senior HR professionals who have done this work from inside major corporate HR departments and are willing to turn that expertise toward helping employees navigate what they built.
HeHRa advocates do a small set of things very well. This is not generalist consulting. It is not career coaching. It is not therapy. It is strategic HR advocacy for employees in active workplace situations.
A typical engagement looks like one of these:
What you don't do: provide legal advice, represent people in litigation, write demand letters, or claim to be an attorney. Those are explicit boundaries. When a situation crosses into legal territory, you refer to an employment attorney and help the client prepare for that conversation.
The HeHRa advocate profile is specific. We're not trying to be everyone's side gig — we're building a vetted roster of senior HR professionals who can hold the weight of the work.
We're looking for people with at least seven years of senior HR experience. Typically that means a former HR Business Partner at the director level or above, a former HR Director, VP of HR, or CHRO. It can also mean a senior employee relations specialist, a senior compensation or benefits expert, or a seasoned employment compliance professional who has worked closely with legal teams for years.
Most of our advocates have worked in mid-market to enterprise environments where the formal processes exist — PIPs get written, severance agreements get drafted, investigations get conducted. You need to have been in the rooms where these things are built, not just adjacent to them.
We work with both fully independent consultants and HR professionals who are still employed in corporate roles and want to do advocacy work alongside their current job. If you're currently employed, we ask that you disclose your employer at application — and our matching system will automatically exclude your employer's employees from your possible client list. This protects everyone, and it makes side-practice work possible without conflicts. If you're under a non-compete or moonlighting restriction with your current employer, that's a conversation to have with them or your attorney first.
And we're looking for people who are comfortable with one-on-one advisory work. Some of our most effective advocates are quiet, precise, and low-drama. This is not a platform for building a personal brand or funneling clients to your own practice. It's a platform for doing the work.
Typical independent HR consultants at senior levels command $150–$400 per hour. You set yours based on your experience, specialty, and what your market will support. We'll share range data with you during onboarding to help you calibrate.
We absorb the platform cost during this window so you can start building real income before fees kick in. After the 3-month window, we charge a platform fee — benchmarked against comparable senior-services marketplaces, and disclosed clearly before your no-fee window ends. We are not going to surprise you.
Client acquisition, scheduling, payment processing, encrypted session rooms, document handling, and dispute resolution. You show up to your sessions and do the work you're good at. You do not spend twenty hours a week marketing yourself on LinkedIn or chasing leads. Your E&O insurance, business entity, and tax setup are yours to choose — we require proof of active E&O coverage before your first session, nothing more.
If a client wants to continue working with you on topics outside HeHRa's scope, that's between you and them. We don't have a non-compete. We don't own your relationships.
Stripe Connect, paid out on your schedule. You can invoice your own LLC through the platform if you have one.
We have built this the way we would want it built if we were on your side of it.
Independence is not informality. We ask advocates to hold a high professional bar.
The first cohort of HeHRa advocates is small and deliberately chosen. We're looking for professionals with deep careers — former VPs of HR at Fortune 500s, ex-CHROs from mid-market companies, senior HR business partners from the largest tech firms, former employment compliance leaders, senior DEI practitioners with real operational experience.
We are not trying to build a directory of 500 advocates. We are trying to build a small, excellent bench of 40–60 professionals over the first year, each of whom can hold the work. This is a concierge marketplace, not an open gig platform.
If you are accepted into the founding cohort, you will be one of the first 40 professionals shaping what this platform becomes. That shaping is not ceremonial — your feedback during the launch period will influence pricing, session structure, client intake, and how the category is defined publicly.
Takes 8–12 minutes. We read every application. We respond within 10 business days.
Contact basics and where you're based.
The employee side has been waiting for you.
Every professional you've spent a career managing out. Every worker who didn't have anyone to call. They're going to have HeHRa. And you're going to be the reason it's any good.