Hire a Dynamics 365
HR Consultant
Find a Dynamics 365 HR Consultant who configures the people management platform — benefits, leave, compensation, and workforce planning.
Dynamics 365 HR Consultants implement and optimize the D365 Human Resources module — employee records, compensation structures, benefits administration, leave and absence management, performance management, and workforce analytics. They work at the intersection of HR operations and Microsoft technology, configuring the platform to match the organization's HR policies, organizational structure, and compliance requirements.
- D365 HR Consultants with live implementations across compensation, leave, and benefits modules
- Candidates with both HR operations domain knowledge and D365 Human Resources technical depth
- We screen for practical depth, not just certifications
- Contract, contract-to-hire, or full-time — your choice
- US and Canada talent. Shortlist in 5–10 business days.
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About CRM Force
Boutique means something different when the person who built the company has done the work.
Saad Ahmed spent 20 years as a CRM consultant, solution architect, and implementation lead — building marketing automation and CRM systems for clients from start-ups to publicly traded enterprises. He founded CRM Force to bring practitioner-led vetting to a space dominated by generalist agencies.
Every candidate goes through a two-step internal qualification process — reviewed by two separate evaluators before they reach you. We confirm experience, certifications, technical depth, and fit. You receive a shortlist, not a resume dump.
CRM consultants, architects, developers, and admins. Marketing automation specialists. RevOps leaders, business analysts, and project managers. If it touches the CRM or marketing technology stack, we place it. Contract, contract-to-hire, and direct hire — across all seniority levels.
We Recruit for You
Three reasons companies choose us over a traditional recruiter — and what makes the difference in practice.
Vetted by Someone Who Has Done the Work
Saad Ahmed, founder of CRM Force, spent 20 years as a CRM Consultant and Solution Architect — building HubSpot implementations, designing data models, and running client engagements himself. When he reviews a candidate for your role, he is not reading a job description. He is evaluating whether someone can do work he has done himself. That distinction matters.
No Resume Dumps. A Shortlist You Can Act On.
You receive 3 to 5 pre-vetted candidates, each with our written assessment — why we believe they fit your role, where they are strong, and what to probe in the interview. Our internal process puts every candidate through two separate evaluation stages before they reach you. You only meet people who have cleared the bar.
Three Engagement Models. One Standard.
Contract for short and long-term engagements. Contract-to-hire when you want to try before you commit. Direct placement for permanent roles. Every model includes the same sourcing, multi-stage screening, skills assessment, and reference validation. The delivery vehicle changes — the standard does not.
Our Recruitment Process
Four steps from brief to shortlist — no surprises, no padding, no wasted interviews.
We Learn Your Requirements
A focused role briefing call — not a generic intake form. We ask about portal size, Hub configuration, seniority level, technical depth required, team structure, and what a genuinely great candidate looks like for your specific situation. The brief matters more than most clients expect.
We Search Our Network
We work our pre-built database of CRM and HubSpot professionals alongside targeted outreach to passive candidates who are not actively applying. The majority of the people we present are not on job boards — they are available to the right opportunity, if the right person asks.
You Receive a Shortlist
Typically 3 to 5 pre-vetted candidates, each with our written assessment — not just a resume. We tell you why we believe each person is right for your specific role, where they are strong, and what you should probe in the interview. You decide who moves forward.
We Support You to Offer
We coordinate interviews, facilitate debriefs, provide market-rate compensation benchmarks, and support you through the offer stage. The search does not end when we send the shortlist — it ends when you have the right person in the role.
Looking for a D365 HR Consultant?
We place CRM and Marketing Automation professionals across the US and Canada.
Industries We Serve
D365 HR Consultants serve organizations of all sizes running Dynamics 365 Human Resources for their core people management operations. We work with organizations of all sizes — from growth-stage startups to publicly traded enterprises — across all major industries.
Not sure what you need? We can help you define the role.
One conversation is usually enough. No commitment required.
Signs You Need a D365 HR Consultant
A few things we hear from clients before they reach out.
- You are implementing Dynamics 365 Human Resources for the first time and need expert-led delivery
- Benefits administration is configured incorrectly — employee enrollment and eligibility rules are not working as expected
- Leave and absence management workflows are not aligned to your HR policies and collective agreements
- Compensation bands and structure changes are not flowing correctly through the system
- You are integrating D365 HR with Payroll or Finance and need a specialist to design the data flow
What to Look For in a D365 HR Consultant
The strongest D365 HR Consultants combine platform configuration depth with real HR operations domain knowledge.
Red Flags to Watch For
- Has only worked on the D365 CE (CRM) side — no Human Resources module or HRIS platform experience
- Cannot explain how benefit eligibility rules work or how life events trigger re-enrollment in D365 HR
- No HR domain knowledge — cannot discuss leave accrual policies, compensation structures, or compliance requirements with an HR director
- Has not configured payroll integration or data export from D365 HR to a payroll platform
Whatever your sector, we know CRM talent.
Tell us about the role and we will get back to you within one business day.
What a D365 HR Consultant Does
D365 HR Consultants configure the full people management platform — from organizational structure through benefits, leave, and performance.
Org Structure Setup
Configures the organizational hierarchy — positions, jobs, departments, compensation levels, and reporting relationships — that all HR module functions are built on.
Benefits Administration
Sets up benefit plans, eligibility rules, flexible spending accounts, life event processing, and open enrollment workflows for the organization's benefit programme.
Leave & Absence
Configures leave types, accrual plans, leave balance calculations, and absence request and approval workflows aligned to HR policies.
Compensation Management
Sets up compensation structures, pay grades, bands, and equity, merit, and incentive increase workflows aligned to the organization's compensation strategy.
Performance Management
Configures performance review cycles, goal-setting workflows, 360° feedback processes, and performance analytics dashboards.
Payroll Integration
Designs and implements the data flow between D365 HR and payroll platforms — whether D365 Payroll or a third-party provider such as ADP or Ceridian.
D365 Human Resources Module Areas
D365 HR Consultants work across the full people management suite.
Core HR
The foundational people data layer.
- Employee records and profiles
- Position and job management
- Organizational hierarchy
- Worker onboarding and offboarding
Benefits & Leave
Benefits and absence management.
- Benefit plan configuration
- Leave type and accrual setup
- Life event and enrollment workflows
- Collective agreement rules
Compensation
Pay structure and reward management.
- Compensation grade and band design
- Merit and equity increase workflows
- Variable pay and incentive plans
- Compensation analytics
Performance & Analytics
Goal tracking and workforce insight.
- Performance review cycle setup
- Goal and objective tracking
- 360° feedback workflows
- Workforce analytics and headcount reporting
Frequently Asked Questions
- What is the difference between D365 Human Resources and D365 Business Central HR?
- D365 Human Resources (the full module within Finance and Operations) is designed for mid-to-large enterprises with complex benefit, leave, and compensation management needs. D365 Business Central includes basic HR functionality for small and mid-market organizations that do not require the full HR module. CRM Force places consultants for both.
- How long does it take to hire a D365 HR Consultant?
- CRM Force typically delivers a shortlist within 7 to 14 business days. D365 HR Consultants who combine platform configuration depth with genuine HR operations domain knowledge are a specialized and in-demand talent pool.
- Do D365 HR Consultants need Microsoft certifications?
- There is no dedicated D365 HR certification — MB-300 (Core Finance and Operations) covers the foundational platform. HR domain certifications (SHRM, CHRP, or equivalent) alongside D365 HR implementation experience are strong signals. What matters most is hands-on D365 HR configuration delivery — benefits, leave, and compensation — in production environments.
- Can a D365 HR Consultant work alongside our internal HR team?
- Yes — this is essential for a successful D365 HR implementation. HR Consultants must work closely with the HR director, benefits administrator, and payroll team to design the system configuration around actual HR policies, collective agreements, and compliance requirements.
Tell Us What You’re Looking For
Share the role, your timeline, and any must-haves. No commitment required.