Human Resources Intern - General (Summer 2027)

As a FedEx Intern, you will be working on projects gaining you valuable, real-world experience in a professional environment as it relates to your field of study. Location Details The desired locations for this position are Memphis, TN, Pittsburgh, PA, or Dallas, TX. This posting covers several HR internship opportunities. HR teams and preferred skills are listed below. Essential Functions 1. Under close supervision, the successful candidate will gain experience in one or more of the following areas within HR: Organizational Effectiveness, Compensation, Learning and Development, Recruitment, Workforce Strategy and Planning, HR Systems, Employee Relations, Business Consulting, Enterprise Health Care, and HR Analytics. 2. Present and deliver long-term solutions that will have significant impacts to the business and/or customer experience. 3. Participates in various networking and/or community service events. 4. Perform other duties as assigned. Preferred Areas of Study 1. Human Resources Management or Labor & Employee Relations 2. Business Administration (or quantitative disciplines such as Finance and Data Analytics) 3. Organizational Development, Organizational Management, or Organizational Leadership & Performance 4. Industrial/Organizational Psychology (I/O Psychology) or General Psychology 5. Instructional Design, Training & Development, or Education 6. Communications 7. Computer Science, Management Information Systems, or related HR Strategy Planning & Analysis Preferred Skills: 1. AI Fluency & Digital Enablement: Leverages advanced Generative AI and digital tools to automate HR workflows, analyze unstructured employee feedback, and drive operational efficiency in an AI-assisted HR operating model while strictly adhering to data privacy and security guardrails. 2. Strategic Change & Transition Management: Applies structured change management principles to guide teams through organizational transitions, building continuous listening channels and capability-building programs to minimize disruption and drive continuous optimization. 3. Influential & Consultative People Strategy Architect: Serves as a trusted, proactive talent partner to business leaders, shifting HR from a transactional function to an influential, forward-looking consulting practice. This capability involves pressure-testing business challenges to diagnose root-cause talent issues, aligning overall people strategies with broader corporate objectives, and persuading executive stakeholders through compelling, data-backed business cases that drive organizational growth 4. Workforce Planning, Analytics and Decision Support: Leverages predictive people analytics, advanced modeling tools, and continuous-listening data to forecast future capabilities, capacity needs, and talent risks. Rather than simply reporting historical compliance rates, this skill focuses on formulating hypotheses, analyzing complex datasets to predict attrition or skill gaps, and delivering actionable, quantitative insights that empower leaders to make high-impact, evidence-based workforce decisions 5. Executive Advisory, Organizational Design and Effectiveness: Acts as an expert advisor to senior leadership on structuring high-performing teams, managing complex spans of control, and guiding organizations through critical business transformations. This skill combines a deep understanding of organizational design with strategic change management, enabling the seamless execution of restructuring efforts, partner collaborations, and capability-building programs while maintaining strong employee sentiment 6. Talent Development, Succession and Career Planning: Designs and implements scalable talent frameworks that cultivate a high-performance culture, secure robust leadership pipelines, and map clear professional trajectories. This capability involves diagnosing systemic performance trends, coaching managers to align ndividual goals with key enterprise KPIs and establishing proactive succession planning and career development models to retain and elevate top-tier global talent. HR Strategic Workforce Planning Preferred Skills: 1. Working knowledge of advanced spreadsheet applications, database concepts and applications, and predictive modeling/forecasting techniques and SAS. 2. Time management and organizational skills necessary to manage multiple projects, appropriately prioritize workload, plan for resources to meet deadlines and goals, and respond to day-to-day functional needs. 3. Skill in gathering business requirements, designing, and documenting operational workflows, and creating standardized processes. 4. Ability to anticipate and identify problems and use sound judgment and fact-based analysis to develop effective and efficient solutions. 5. Verbal and written communication skills necessary to communicate with all levels of management. 6. Presentation skills necessary to facilitate training and/or deliver informational sessions to groups and/or individuals 7. Knowledge of concepts, practices, policies and procedures related to internal and external factors influencing Human Resources; the business drivers and metrics, and proactively translating the strategic needs into specific strategies and requirements. 8. Software skills, including use of Microsoft Office suite, AI and other web-based applications. HR Learning & Development Preferred Skills: 1. Strong communication and collaboration skills 2. Project coordination 3. Research and analytical capabilities 4. Proficiency with Microsoft Office, especially Excel and PowerPoint 5. Ability to manage multiple priorities and an interest in learning 6. Talent development, employee experience, and organizational effectiveness. 7. Experience using AI-powered tools (e.g., Microsoft Copilot, Gemini, or similar) to support research, content development, and productivity, including the ability to create effective prompts and evaluate AI-generated content for quality and accuracy. HR Data & Systems Preferred Skills: 1. Experience leveraging advanced AI tools (Claude, Gemini Enterprise, Copilot Studio, Power Automate) to evaluate HR technology workflows, identify manual bottlenecks, and automate processes. 2. Analytical/systems thinking to verify AI outputs, check for system errors, and ensure the quality of automated deliverables. 3. Solid understanding of UX/UI design principles to ensure intuitive employee digital experiences. Minimum Education Currently enrolled student or recent college graduate