Senior Software Engineer - AI Enablement HR

You will serve as the primary architect and builder of AI-powered solutions within the Kraken People team. This is a full-stack ownership role spanning opportunity identification, solution design, deployment, governance, and transfer capability back to the People team so they can maintain and extend what you build. You’ll work at the intersection of AI/LLM engineering and HR systems—turning manual, fragmented People processes into autonomous, agentic workflows that serve thousands of Krakenites globally.

Responsibilities

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; 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; 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

Requirements

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 have

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