[All remote jobs](https://jobicy.com/jobs.md)[![CodePath logo](https://jobicy.com/data/server-nyc0409/galaxy/mercury/2026/06/58acdc3a-221.webp)](https://jobicy.com/company/codepath.md)[CodePath](https://jobicy.com/company/codepath.md) # Senior HR Business Partner, Claude Corps AI Summary CodePath is hiring a senior HR Business Partner to support the Claude Corps fellowship program, a large and growing AI-focused employment initiative. The role combines strategic HR partnership with hands-on ownership of high-volume onboarding, employee relations, performance support, payroll coordination, leave administration, and multistate compliance. This person will manage a Senior People Operations Coordinator and scale repeatable onboarding processes while supporting active fellows and their managers throughout the year. Success depends on sound judgment in sensitive employee matters, strong operational execution, and the ability to balance overlapping cohort deadlines. The position is remote within the United States and reports to the Head of People.[Apply for this job](#job-application)[View company](https://jobicy.com/company/codepath.md)ShareRemote from[USA](https://jobicy.com/job-region/usa.md)SalaryUSD 110k–150k / yrDepartment[HR & Recruiting](https://jobicy.com/categories/hr.md)EmploymentFull TimeExperienceSeniorPublished4 Nov 2026Apply before4 Dec 2026Listing views34Application actions1Application toolkit ## Make your next move. Prepare your resume, explore your fit, and draft a cover letter for this opportunity. Opportunity details ## About this role. CodePath is the largest educator of college computer science students in the country. We’ve trained over 50,000 students from more than 1,000 universities. Our partners include Amazon, Google, and other leading technology companies. After nearly a decade of training technical talent, we launched a $150M initiative with Anthropic to prepare people for careers in AI. We’re expanding into new markets and growing our team as AI changes the workforce. People joining CodePath now will help shape this next stage of our work. We believe technical skills create opportunities. Our goal is to train millions of learners and create lasting economic impact. If you want to build something new, take ownership, and see the results of your work, this is a place to do it. 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 Pay range $110,000—$150,000 USD Show more [Apply now >](https://jobicy.com/jobs/158909-senior-hr-business-partner-claude-corps.md) * ![Upload CV](data:image/svg+xml;base64,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) ### Upload your resume now To unlock remote work opportunities and be discovered by global employers. This job listing has been manually reviewed by the Jobicy Trust & Safety Team for compliance with our posting guidelines, including verification of the company's legitimacy, accuracy of job details, clarity of remote work policy, and absence of misleading or fraudulent content. ## Role DNA A quick view of the complexity, pace, ownership and collaboration implied by the job description. ### Job Complexity 5/5EasyHard ### Pace & Pressure 5/5RelaxedFast-paced ### Autonomy Level 5/5GuidedFull ownership ### Communication Load 5/5IndependentCollaborative AI insightThis is a senior, high-accountability HR role requiring simultaneous management of employee relations, multistate compliance, and overlapping high-volume onboarding cycles. The successful candidate must make sound decisions independently while escalating legal or sensitive matters appropriately. ## Salary analysis Estimated compensation compared with the broader US market for similar roles. Estimated job median (per year)Market rate$130,000US market range (per year)$105k–$160k0$176k AI insightThe employer explicitly lists an annual USD salary range of $110,000 to $150,000, with a midpoint of $130,000. Estimated US market compensation for a senior HR Business Partner with multistate employee-relations and high-volume onboarding responsibilities is approximately $105,000 to $160,000 annually. ## Core skills Skills and capabilities most closely associated with this opportunity. [HR business partnering](https://jobicy.com/jobs?search_keywords=HR%20business%20partnering.md)[Employee relations](https://jobicy.com/jobs?search_keywords=Employee%20relations.md)[Performance management](https://jobicy.com/jobs?search_keywords=Performance%20management.md)[High-volume onboarding](https://jobicy.com/jobs?search_keywords=High-volume%20onboarding.md)[Multistate employment compliance](https://jobicy.com/jobs?search_keywords=Multistate%20employment%20compliance.md)[Payroll coordination](https://jobicy.com/jobs?search_keywords=Payroll%20coordination.md)[Benefits administration](https://jobicy.com/jobs?search_keywords=Benefits%20administration.md)[Leave management](https://jobicy.com/jobs?search_keywords=Leave%20management.md)[I-9 compliance](https://jobicy.com/jobs?search_keywords=I-9%20compliance.md)[Work authorization](https://jobicy.com/jobs?search_keywords=Work%20authorization.md)[HR process improvement](https://jobicy.com/jobs?search_keywords=HR%20process%20improvement.md)[People operations](https://jobicy.com/jobs?search_keywords=People%20operations.md)[Manager coaching](https://jobicy.com/jobs?search_keywords=Manager%20coaching.md)[HR documentation](https://jobicy.com/jobs?search_keywords=HR%20documentation.md)[AI automation](https://jobicy.com/jobs?search_keywords=AI%20automation.md) Sample interview questionsHow have you managed high-volume onboarding while ensuring compliance and a positive employee experience?I use a cohort-based onboarding plan with clearly assigned owners, milestone tracking, standardized checklists, and early escalation paths for missing documents or exceptions. I audit critical steps such as I-9s, payroll setup, benefits enrollment, and work-location records before each start date, then use recurring issues to improve the process. Describe your approach to advising a manager on an emerging performance issue. I begin by clarifying the role expectations, reviewing objective examples, and determining whether the employee has received clear feedback and appropriate support. I help the manager prepare a timely, respectful conversation, document agreed actions and timelines, and monitor progress while escalating to legal counsel or senior HR when risk factors arise. How do you handle sensitive employee-relations concerns consistently across multiple states? I gather facts neutrally, maintain clear and confidential documentation, and apply company policy consistently while considering applicable state requirements. I identify matters requiring specialized advice, keep leaders informed of risks and recommended actions, and communicate next steps respectfully to all involved parties. What would you do if a new cohort's onboarding deadlines conflicted with urgent needs from current employees? I would triage work by legal, payroll, employee-impact, and start-date risk, then assign routine execution to the coordinator or temporary support with clear quality controls. I would personally retain sensitive decisions, communicate capacity risks early, and provide program leaders with a practical plan for maintaining both onboarding readiness and employee support. How have you used automation or AI tools to improve HR operations without compromising confidentiality? I use approved tools to streamline repetitive communications, task tracking, reporting, and template creation, while limiting access to sensitive data and validating all outputs before use. 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