Senior HR Business Partner, Claude Corps

Accountabilities Partner with program leaders and AI Practice Leads to advise on employee performance, workplace concerns, role expectations, and team needs. Help managers establish clear expectations, address issues early, and navigate sensitive employee situations effectively. Clarify responsibilities between fellow managers, host organizations, and program teams when employment questions or concerns arise. Identify recurring workforce challenges and recommend improvements to manager guidance, policies, and program operations. Manage employee relations and performance matters, including gathering relevant information, documenting cases, guiding improvement plans, and escalating significant issues to the Head of People. Coordinate leave and accommodation requests with appropriate providers and advisors. Own the onboarding process for each cohort, from signed offer through background checks, I-9 and work authorization verification, employee records, payroll setup, and benefits enrollment. Coordinate work-location requirements, state-specific notices, and employment documentation to ensure accurate and timely completion of onboarding steps. Provide clear instructions to incoming fellows, monitor completion progress, and resolve missing information, changes, or delays in collaboration with Recruiting and program teams. Complete onboarding activities directly when needed and maintain accountability for the accuracy, quality, and timing of all employment setup tasks. Manage and develop the Senior People Operations Coordinator by setting priorities, reviewing work, and ensuring sensitive matters are handled by the appropriate HR owner. Forecast onboarding workload based on cohort size, deadlines, and ongoing support needs, identifying when additional or temporary resources are required. Build scalable checklists, workflows, and repeatable processes to support larger cohorts and reduce manual work. Serve as an ongoing HR contact for fellows regarding benefits, leave, workplace concerns, employment policies, and other employee matters. Partner with Finance and external providers to resolve timekeeping issues and coordinate payroll corrections. Maintain accurate employee records as work locations and employment details change, and coordinate fellowship completion, early departures, and offboarding. Maintain the Fellow Handbook, manager resources, and state-specific policy supplements in collaboration with People leadership and relevant advisors. Support compliance with multistate employment requirements and help managers understand regulations affecting hourly, nonexempt employees. Track onboarding readiness, outstanding tasks, employee issues, and operational risks, providing clear updates and recommendations to the Head of People. Use approved AI tools and automation to streamline communications, tracking, and reporting while verifying accuracy and protecting confidential employee information. Identify opportunities to improve HR processes, reduce recurring errors, and strengthen service quality as the program expands. Requirements: At least 7 years of progressive HR experience, including experience as an HR Business Partner advising managers on performance, conduct, and sensitive employee matters. Demonstrated experience personally managing high-volume employee onboarding while balancing strategic HR partnership responsibilities with hands-on operational execution. Experience supporting employees across multiple U.S. states, including hourly and nonexempt workers. Strong understanding of how HR records, payroll, benefits, leave administration, and onboarding processes work together. Experience with Professional Employer Organizations (PEOs) is a strong advantage. Previous experience managing, training, or overseeing staff responsible for HR or onboarding activities. Ability to build structure and scalable processes in a growing organization while managing overlapping deadlines and ongoing employee needs. Strong judgment and discretion when handling confidential or sensitive employee situations, with the ability to recognize when escalation or specialist advice is needed. Excellent written and verbal communication skills, with the ability to provide practical guidance and document employee matters clearly and consistently. Proven ability to improve HR workflows and operational processes through technology, AI tools, or automation. Strong organizational skills, attention to detail, and the ability to prioritize competing demands while maintaining high service standards. Ability to work effectively with cross-functional stakeholders, including People leadership, Recruiting, Finance, program teams, managers, and external HR service providers. Benefits: Annual salary range of $110,000–$150,000 , depending on relevant experience and skills. Fully remote position, with the flexibility to work from anywhere in the United States. Medical, dental, and vision insurance, with 90% of premiums covered by the employer for employees and dependents. Employer-funded healthcare reimbursement, Flexible Spending Accounts (FSAs), and Employee Assistance Program. 401(k) retirement plan. Employer-paid life and disability insurance. Identity theft protection. Generous paid time off and paid holidays. 10 weeks of fully paid parental leave. Annual company-wide year-end closure from December 24 through January 2. $1,000 annual professional development stipend. Home office setup support. Eligibility as a qualifying employer for Public Service Loan Forgiveness (PSLF). Additional perks, including pet wellness plans, legal services, home and auto insurance discounts, and exclusive marketplace savings. 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