People Specialist

EngineersOfAI; New York (NY); On-site; USD 200,000 - 270,000; Full time

Job summary

Anthropic is seeking a People Specialist in New York to support People Partners and cross-functional teams with performance cases, org changes, manager resources, and the operational processes behind it all.

You'll handle sensitive matters, maintain trackers, and produce reports while collaborating with leadership on enablement programs and HR compliance. A strong judgment and clear communication are essential.

Qualifications

• Experience handling complex or sensitive HR casework with partial information.
• Detail-oriented with strong information tracking and documentation habits.
• Excellent written communication for hard conversations and edits.
• Good judgment on need-to-know information and sharing, in writing vs verbal form.
• Ability to push back thoughtfully when issues arise with senior colleagues.
• Comfort with repetitive, meticulous operational work.

Responsibilities

• Manage performance casework: documentation, timelines, talking points, end-to-end ownership.
• Own and improve operational processes for managers and People Partners.
• Build, maintain, and update manager resources and documentation.
• Partner with Leadership Design on manager enablement programs and logistics.
• Pull and compile reports and data for sensitive personnel matters.
• Maintain tracking systems for casework and enablement initiatives; improve them.

Skills

Attention to detail

Written communication

Judgment and discretion

Stakeholder management

Tools

Claude

Job description

About Anthropic

Anthropic's mission is to create reliable, interpretable, and steerable AI systems. We want AI to be safe and beneficial for our users and for society as a whole. Our team is a quickly growing group of committed researchers, engineers, policy experts, and business leaders working together to build beneficial AI systems.

We're looking for a People Specialist to join our People Team. You'll support People Partners and cross functional teams on the work that helps our managers do their jobs well: performance cases, org changes, manager resources, and the operational processes underneath all of it.

Some weeks you'll be deep in a sensitive performance case coaching a manager. Other weeks you're cleaning up a process, rebuilding a tracker, or helping prep a leader for a hard conversation. We need someone who takes both kinds of work seriously and holds the same quality bar for each.

A lot of the work is sensitive. You'll be close to performance management, org restructures, and situations that touch ER or Employment Legal. Good judgment about what to share, with whom, and in what form is paramount.

Key responsibilities

• Manage performance casework: building documentation, tracking timelines, prepping talking points, and keeping details from falling through the cracks while owning the process end to end

• Own and improve operational processes that managers and People Partners depend on, including outside business activity requests and reorg processing

• Build, maintain, and improve manager resources and documentation so they're actually useful and actually current

• Partner with Leadership Design on manager enablement programs like the performance cycle: logistics, content, delivery, and the unglamorous operational work that makes programs run

• Pull and compile reports and data for sensitive personnel matters

• Maintain tracking systems for casework and manager enablement initiatives; make them better than you found them

Minimum qualifications

• You've supported complex or sensitive casework before and can work with partial information, messy handoffs, and tight timelines

• You're detail-oriented: you catch things, close loops, and remember where to find crucial information

• Strong written communication. You'll be drafting things leaders use in hard conversations, and you're not precious when they get edited (you used Claude as a guide but not as a final editor)

• Good judgment on need-to-know. You think about what to share, with whom, and what goes in writing versus what stays verbal

• You'll push back when something's off. You have a point of view and you're comfortable raising concerns with people more senior than you

• Comfortable with range. You don't check out on the tedious work or treat it as beneath you

Preferred qualifications

• 5+ years in an HR- role: people operations, HR coordination, HRBP, or similar

• Experience at a high-growth tech company where process was being built

• Direct experience supporting HRBPs, Managers and Employees through challenging and sensitive matters

• Working knowledge of HR compliance requirements

• Interest in AI safety

• Claude power user in your current role

The annual compensation range for this role is listed below.

For sales roles, the range provided is the role's On Target Earnings ("OTE") range, meaning that the range includes both the sales commissions/sales bonuses target and annual base salary for the role.

Annual Salary:

$235,000