AI Agents Solutions Architect - HR

The Opportunity

Responsibilities

• Design and deploy AI-powered HR solutions
• Architect and build agentic workflows using n8n, Claude API, Python, and MCP that take real actions in HR processes with appropriate human oversight and approval gates.
• Build multi-agent systems with tool use, function calling, and multi-step reasoning that connect fragmented HR tools (HRIS, ATS, payroll, ticketing) into coherent, end-to-end workflows.
• Build error handling, audit trails, payroll-calendar awareness, and human-in-the-loop checkpoints into every production system before deployment.
• Ensure all automations comply with data classification requirements for employee PII, regulated data, and cross-jurisdictional privacy obligations.
• Own governance and risk for People AI systems
• Classify all automation builds by risk tier before work begins. No build goes to production without a named Process Owner, documented data flows, and access controls confirmed.
• Maintain audit logging and documentation for all systems touching regulated employee data or payroll-adjacent workflows.
• Halt or redesign builds that introduce unacceptable payroll, legal, or data privacy risk. Own that decision and get organizational acceptance before proceeding.
• Serve as the HRKX domain representative in contributing to governance standards and cross-functional build alignment.
• Multiply the People team's capability
• Produce documentation, workflow templates, and runbooks that HRKX professionals can use and maintain without technical support.
• Train People team members on AI-assisted tools and workflows deployed in production. Drive adoption, not just delivery.
• Track and report on automation impact: manual hours eliminated, error rates reduced, payroll exceptions avoided, and capacity unlocked for strategic HR work.
• Act as a force multiplier for the HR KX team, enabling HR professionals to focus on high-value advisory and people judgment work through process, technology, and AI enablement.

You Should HODL

• 5+ years of software engineering experience, with at least 2+ years focused on building AI/ML-powered applications or agentic systems in production.
• 2 3+ years of experience working on HR, People Operations, or people technology problems either at an HR tech company, on an internal People Engineering team, or in a technical role embedded within an HR function.
• Strong fluency with AI and workflow automation tools, with demonstrated experience designing, deploying, and driving adoption of AI solutions within HR workflows
• Demonstrated hands-on experience designing and deploying AI-powered or automated workflows in a production environment used by others, not just experimentation.
• Deep working knowledge of Workday, including job change workflows, worker conversions, EIB data uploads, integration architecture, and payroll dependencies.
• Systems thinker with a strong implementation mindset able to move from discovery design build deployment optimization without relying on external consultant
• Proficiency with AI tooling stack: n8n, Python, Claude API/Anthropic SDK, or equivalent.

Experience

• connecting HR systems via API is required.
• Strong analytical problem-solving skills with the ability to structure ambiguous people questions into clear, actionable, automated analysis.
• Solid understanding of employee data classification, PII handling requirements, and cross-jurisdictional HR compliance obligations.
• Nice to Haves
• Experience with Workday Prism, Qualtrics, or other BI and HR analytics tools for people data reporting and strategy automation.
• Experience using AI for text analysis, survey insights, or workflow automation in an HRIS or people analytics context.
• Experience with Ashby including API integration and pipeline automation.
• Experience with spreadsheet automation (Google Apps Script or equivalent) and advanced proficiency in Excel and Google Sheets for analytics solution development.
• Python or R programming skills for people data analysis, modeling, or pipeline automation.
• Background in HR technology platform administration: HRIS, ATS, survey platforms, or workforce management systems.
• Prior experience standing up or operating an HR automation or people analytics function.
• Degree with a quantitative focus (Industrial-Organizational Psychology, Mathematics, Statistics, or equivalent) combined with applied technical automation experience.
• Experience in fintech, crypto, or a high-growth remote-first company where HR systems serve employees across 50+ countries.