HR Advisor

Curriculum Associates•Boston, MA

5d•$69,250 - $118,250•Onsite

About The Position

At Curriculum Associates, we believe in the potential of every child and are changing the face of education technology with award-winning learning programs like i-Ready that serve a third of the nation’s K–8 students. For more than 50 years, our commitment to making classrooms better places, serving educators, and supporting accessible learning experiences for all students has driven the continuous improvement of our innovative programs. Our team of more than 2,500 employees is composed of lifelong learners who stand behind this mission, working tirelessly to serve the educational community with world-class programs and support every day. The HR Advisor plays a critical role in Curriculum Associates’ HR support model, serving as the primary point of contact for managers and employees on day-to-day people matters. This role provides hands-on HR guidance, owns a broad range of employee relations cases, and ensures consistent execution of HR processes in close partnership with HR Business Partners, HR Operations, and HR Centers of Excellence. HR Advisors deliver high-quality, timely, and consistent HR support; coach managers through performance and employee relations issues; and enable HR Business Partners to focus on strategic, forward-looking work. This role is central to strengthening manager capability, improving operational rigor, and enhancing the overall employee experience.

Requirements

3–5 years of experience in HR, employee relations, HR operations, or a related role.
Demonstrated experience handling employee relations cases—including investigations—with sound judgment, fairness, and strong documentation practices.
Ability to coach managers through performance, behavior, conflict, and policy matters, including delivering difficult messages clearly and professionally.
Working knowledge of federal, state, and local employment law and HR risk management; multi-state experience a plus.
Strong operational rigor: high attention to detail, ability to manage multiple cases, prioritize effectively, and meet SLAs.
Experience with HR systems (Workday preferred) and case/ticketing platforms such as ServiceNow.
Ability to work cross-functionally within HR and across business units, with a strong commitment to consistency, standardization, and confidentiality.
Understanding of how business goals, team structures, and operating models shape people decisions and employee behavior.
Ability to collect, summarize, and communicate HR data and trends to inform decision-making.

Nice To Haves

Experience supporting employees and managers in a remote or hybrid, geographically distributed environment preferred.
Exposure to process improvement, SOP development, or change management initiatives a plus.
HR certification(s) a plus.

Responsibilities

Own a broad range of employee relations matters, including intake, fact-finding, risk assessment, documentation, and resolution.
Coach managers through performance, behavior, conflict, and policy-related issues to ensure alignment with CA’s Values and Strategic Priorities.
Inform and/or escalate all matters—especially those high-risk, complex, or sensitive—to HR Business Partners in accordance with established escalation protocols.
Maintain thorough, accurate, and compliant case documentation aligned with ER standards.
Support the development and consistent application of ER practices across the organization.
Conduct initial investigations and assess severity, risk, and appropriate next steps using defined frameworks.
Proactively coach managers on performance management, feedback delivery, employee behavior, and conflict resolution.
Support managers in preparing for difficult conversations and navigating people decisions with confidence.
Advise managers on the consistent application of company policies and practices.
Build manager capability and accountability through clear guidance, tools, and coaching.
Partner with hiring managers on crafting updated and relevant job descriptions focused on aligning high-quality talent with current and future business needs.
Own end-to-end case management for assigned HR matters, including triage, prioritization, resolution, and closure within defined SLAs.
Partner closely with HR Operations to audit and ensure seamless execution of transactional HR work.
Identify recurring issues, trends, or process gaps and elevate insights to HR Business Partners and HR Centers of Excellence.
Collect and summarize key HR metrics such as attrition and engagement scores.
Maintain and contribute to SOPs, knowledge articles, templates, and documentation standards.
Support core HR processes such as onboarding, offboarding, performance management, and job changes in partnership with HR Business Partners and HR Centers of Excellence, responsibly leveraging AI when and where appropriate.
Ensure consistent application of HR policies, processes, and standards across teams and functions.
Support recurring people processes (goal setting, performance cycles, talent reviews, compensation planning) and other programs and initiatives alongside HR Business Partners and HR Centers of Excellence.
Assist managers with documentation related to performance improvement, corrective action, or behavior management.
Provide feedback to HR leadership on process effectiveness, employee experience trends, and opportunities for improvement.
Partner closely with HR Business Partners to deliver a cohesive, aligned HR support experience.
Partner with legal and other cross-functional stakeholders to achieve appropriate solutions to employee issues.
Collaborate with HR Operations to ensure effective case routing, ticket management, and process adherence.
Own and/or contribute to cross-functional initiatives across HR and within aligned function.
Uphold and reinforce a “One Team” mindset across regions, functions, and HR teams.