Senior HR Business Partner, Claude Corps

Role Type: Full-time
Location: Remote (U.S.)
Reports To: Head of People
Comp: $110,000 - $150,000

About Claude Corps

Claude Corps is a fellowship that places early-career talent in nonprofits, government agencies, and public-interest organizations to build AI solutions those organizations can continue using after the fellowship ends. It is a partnership between Anthropic, CodePath, and Social Finance. Fellows are full-time employees for a one-year term.

Cohorts now run in the hundreds, and new fellows onboard while earlier cohorts are still placed. We need an HR partner who can support fellows and their managers year-round and run onboarding at that scale.

About the role

You are the HR partner to Claude Corps program leaders and the AI Practice Leads who manage fellows day to day. You will own onboarding quality and deadlines for each cohort while Sr People Operations Coordinator, reporting to you, runs the day-to-day execution.

Your focus shifts throughout the year. As a cohort prepares to start, you spend more time running onboarding and completing the work alongside the Sr. People Operations Coordinator. Once fellows are placed, you spend more time advising managers, addressing employee concerns, and supporting performance. New cohorts will onboard while earlier cohorts are still working, so you will need to balance both responsibilities.

This is a senior, hands-on role. You bring sound judgment to employee situations, help managers address issues early, and build clear processes as the program grows. You work closely with the Head of People, the recruiting team, program leaders, Finance, and our HR service providers.

As onboarding volume grows, you identify when additional support is needed, define that work, and train and oversee the people helping deliver it. You remain accountable for onboarding quality and deadlines.

What you’ll do

Partner with program leaders and managers

• Advise program leaders and AI Practice Leads on performance, employee concerns, role expectations, and team needs, and help managers set clear expectations and address problems early
• Clarify who owns what between fellow managers, host organizations, and the program team when employee questions arise
• Identify recurring issues and recommend changes to manager guidance, policies, or how the program operates

Manage employee relations and performance issues

• Handle employee concerns with care and consistency: gather the facts, document clearly, and bring significant issues and recommended actions to the Head of People
• Guide managers through performance conversations, improvement plans, and conduct issues
• Manage leave and accommodation requests with the appropriate providers and advisors

Own fellow onboarding

• Run onboarding for each cohort, from signed offer through the employment steps needed to start: background checks, I-9 and work authorization, employee records, payroll setup, and benefits enrollment
• Confirm work locations and coordinate state notices and employment documents
• Send clear instructions, track each fellow’s progress, and work with recruiting and program teams to resolve missing information, changes, and delays
• Complete onboarding tasks directly, check that records and setup are accurate, and keep employment onboarding aligned with orientation and cohort start dates

Plan and oversee onboarding support

• Manage the Senior People Operations Coordinator: set priorities by cohort, review their work, and keep sensitive questions and decisions with the right HR owner
• Plan onboarding workload against cohort size, deadlines, and support needed for current fellows, and flag when volume requires surge help
• Build checklists and repeatable processes so larger cohorts onboard with less manual work

Support fellows throughout the year

• Be an HR contact for questions about benefits, leave, workplace concerns, and employment policies
• Help managers and fellows resolve timekeeping issues and coordinate payroll corrections with Finance and our providers
• Maintain accurate employee records as work locations or employment details change
• Coordinate fellowship completion, early departures, and offboarding
• Track recurring questions and improve guidance so fellows and managers know what to do

Maintain policies and employment practices

• Keep the Fellow Handbook, manager guidance, and state supplements current with the Head of People and appropriate advisors
• Coordinate multistate employment requirements and help managers understand the rules for hourly, nonexempt employees
• Apply policies consistently and seek legal or specialized advice when a situation calls for it

Improve HR processes and reporting

• Track onboarding readiness, open tasks, and employee issues, and give the Head of People clear updates on risks, workload, and recommended actions
• Use approved AI tools and automation to cut repetitive work in communications, tracking, and reporting, while checking accuracy and protecting employee information

Requirements

• At least seven years of progressive HR experience, including time as an HR business partner advising managers on performance, conduct, and sensitive employee situations
• You have personally run onboarding at volume and can move between advising leaders and doing the operational work
• You have supported employees across multiple states, including hourly, nonexempt employees
• You understand how HR records, payroll, benefits, leave, and onboarding connect. PEO experience is a strong plus
• You have managed or trained staff doing HR or onboarding work
• You can build structure in a growing program while handling overlapping deadlines and day-to-day employee needs
• You communicate clearly, document well, and know when to involve the Head of People or a specialist
• You have improved HR processes using technology, AI, or automation

Key success metrics

• Onboarding readiness: Fellows complete required employment steps on time, with accurate records and payroll and benefits setup
• Manager support: Managers receive practical guidance and address performance and employee concerns promptly
• Employee relations: Issues are handled consistently, documented clearly, and escalated at the right time
• Balanced delivery: New cohorts onboard on schedule while current fellows and managers continue receiving timely HR support
• Onboarding capacity: Support needs are identified early, assignments are clear, and work is checked for quality
• Employment practices: Policies, records, and state requirements stay current, with gaps addressed promptly
• Process improvement: Manual work and recurring errors decrease as cohort size grows

Compensation

CodePath has standardized salaries based on the position’s level, no matter where you live. For this role, we’re hiring for a Senior level position at an annual salary of $110,000 to $150,000. Salary is determined based on your relevant experience and skills as evaluated through our interview process.

Full-Time Employee Benefits

This is a remote position—work from anywhere in the US! CodePath prioritizes employee well-being with a competitive benefits package to support your health, financial security, and work-life balance.

• Health & Wellness: Medical, dental, and vision insurance (90% employer-covered for employees and dependents), employer-funded healthcare reimbursement, FSAs, and Employee Assistance Program
• Financial Security: 401(k), employer-paid life & disability insurance, and identity theft protection
• Work-Life Balance: Generous PTO, paid holidays, 10 weeks of fully paid parental leave, and an annual year-end company closure (Dec 24 – Jan 2)
• Professional Growth: $1,000 annual professional development stipend and home office setup support
• ​​Student Loan Forgiveness: CodePath is a qualifying employer for Public Service Loan Forgiveness (PSLF), helping employees manage student loan debt
• Additional Perks: Pet wellness plans, legal services, home/auto insurance discounts, and exclusive marketplace savings