University - Summer 2027 - Human Resources Intern

Booz Allen Hamilton•McLean, VA

7d•$48,000 - $98,000•Remote

About The Position

Booz Allen’s People Services organization plays a critical role in accelerating business growth by empowering leaders, strengthening workforce capabilities, and cultivating a high‑performing culture. As an HR and People Services (PS) Intern, you will gain hands‑on experience across multiple PS functions, contribute to company‑wide initiatives, and help shape the future of how we attract, retain and develop our people. This internship offers meaningful exposure to the full employee lifecycle and the opportunity to apply critical thinking, problem‑solving, and analytical skills to real organizational priorities. You’ll develop broad experience across a variety of HR and talent functions through hands on project work, which will require the use of talent data and insights, stakeholder collaboration and engagement, project management, communication and problem-solving skills, all aimed at enhancing your understanding of how People Services drives business and workforce transformation. During this internship, you will rotate across core People functions such as Talent Management, Talent Acquisition, Workforce Strategy, Culture, Learning, Leadership Development, and HR Operations. In each rotation, you will collaborate with PS leaders and business partners. Due to the nature of work performed within this facility, U.S. citizenship is required.

Requirements

Experience with project management, program support, campus leadership, or research
Ability to display a willingness to learn HRIS or ATS platforms enhanced with automation or AI decision‑support features
Ability to support experiments with new HR technologies, such as chatbots for employee questions or automated learning recommendations
Ability to display an interest in emerging technologies, such as AI, automation, or augmented analytics, and how they shape workforce strategy and culture
Ability to document requirements or observations for HR technology improvements, including user experience feedback
Ability to display a curiosity about responsible AI use in HR, including transparency, bias detection, and ethical handling of employee data
Ability to display adaptability in fast‑moving environments where HR systems and AI tools evolve quickly
Ability to learn how to engage with core technology concepts that are shaping the business
Ability to display a creative, analytical, and systems-thinking perspective
Scheduled to obtain a Bachelor's degree in Business, Psychology, or Communications by Summer 2028 or 2029

Nice To Haves

Experience with generative AI applications in HR, such as drafting job descriptions, analyzing employee sentiment, or creating onboarding materials
Experience with working in a team to achieve coordinated outcomes within a professional environment
Experience using Microsoft Office or AI tools such as MS Copilot
Knowledge of how machine learning influences talent acquisition, workforce planning, and skills‑based hiring
Knowledge of human resources or workforce related emerging technologies
Ability to interpret basic outputs from AI analytics dashboards, such as hiring funnel data, engagement scores, or turnover predictions
Ability to use AI‑powered HR tools for candidate sourcing, resume screening, and interview scheduling
Ability to apply technical skills to design, build, and deliver innovative solutions

Responsibilities

Analyze HR programs, processes, and workforce data to uncover insights and identify opportunities for improvement.
Support key initiatives across people analytics, leadership development, onboarding, culture activation, and organizational effectiveness.
Conduct research, gather feedback, and engage with stakeholders to understand business needs and employee experiences.
Develop clear, data‑informed recommendations and deliver tools, frameworks, or solutions that enhance HR impact.
Assist with planning and executing high‑priority HR projects that fuel innovation and strengthen our people strategy.
Bring fresh thinking, curiosity, and a user‑centric mindset to redesign processes and explore new approaches to talent and organizational development.