Senior HR Business Partner, Claude Corps

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.