AI Agents Solutions Architect - HR

Overview

The Opportunity

Responsibilities

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.

Skills You Should Hodl

• These are verified requirements for this role.
• Candidates who do not meet the core requirements will not advance to interview.
• 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.
• *Unless a specific application deadline is stated in the job posting, applications are accepted on an ongoing basis.*
• *Please note, applicants are permitted to redact or remove information on their resume that identifies age, date of birth, or dates of attendance at or graduation from an educational institution.*
• *We consider qualified applicants with criminal histories for employment on our team, assessing candidates in a manner consistent with the requirements of the San Francisco Fair Chance Ordinance.*
• Kraken is powered by people from around the world and we celebrate all Krakenites for their diverse talents, backgrounds, contributions and unique perspectives.
• We hire strictly based on merit, meaning we seek out the candidates with the right abilities, knowledge, and skills considered the most suitable for the job.
• We encourage you to apply for roles where you don't fully meet the listed requirements, especially if you're passionate or knowledgable about crypto!
• We may ask candidates to complete job-related skills or work-style assessments as part of our hiring process.
• These assessments are designed to evaluate competencies relevant to the role and are applied consistently across candidates for similar positions.
• Assessment results are considered alongside other relevant information, such as experience and interviews, and are not the sole basis for any employment decision.
• As an equal opportunity employer, we don’t tolerate discrimination or harassment of any kind.
• Whether that’s based on race, ethnicity, age, gender identity, citizenship, religion, sexual orientation, disability, pregnancy, veteran status or any other protected characteristic as outlined by federal, state or local laws.
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