Note: The job is a remote job and is open to candidates in USA. WorldStrides is the global leader in educational travel and experiential learning. The HR Product Engineer identifies high-leverage opportunities within HR, builds AI-assisted full-stack prototypes and pilots, and partners with IT to deploy, support, and improve solutions across HR functions.
Responsibilities
- Embed with HR stakeholders to understand how work actually gets done and where the real opportunity is: an unmet HRBP need, a missing capability, a manual process ready for automation
- Identify and frame opportunities, then qualify them: is the problem material, real, measurable, and feasible to build
- Build the case for the work. Quantify the prize (hours saved, error reduction, faster cycle time, better HRBP or employee experience) and pressure-test it with Finance and HR leadership before committing build time
- Design and build both front-end and back-end capabilities to support HR proof-of-concept and pilot work. Example: a job architecture platform for HRBPs to manage job titles, descriptions, compensation bands, and job levels
- Use AI-assisted development to move fast. Speed and learning matter more than polish at the POC stage
- Embed AI directly into HR workflows: automation of manual tasks, decision support tools, chatbots, predictive analytics where the use case earns it
- Connect prototypes to real systems of record (HRIS, ATS, M365/Dataverse) through approved integration patterns, reading and writing only via sanctioned product-owner requests
- Run pilots with real HR users, instrument outcomes, and iterate against evidence
- Build to meet IT's security, architecture, and support standards from day one, so deployment approval is a review, not a redesign
- Partner with IT/engineering to secure deployment approval: security review, data governance sign-off, and production readiness within the org's SDLC
- Retain ownership of the solution after launch. IT provides infrastructure, security, and support scaffolding, not a full transfer of accountability
- Establish a clear support model with IT: who owns break/fix, who owns feature evolution, and the escalation path when something breaks
- Document architecture, decisions, and data flows so IT can support confidently without you being the single point of failure
- Ensure every solution meets data privacy, security, and compliance standards before it touches real HR data
- Every project is a live R&D loop for the HR technology roadmap. Surface the patterns, edge cases, and insights that should shape it
- Label the maturity of what you produce honestly: concept, preliminary, or committed. Directional work should never get mistaken for a commitment
- Support change enablement so new tools get adopted, not just shipped. Adoption over mandate
- Partner across HR functions and leadership levels, appreciating differing priorities and ways of working
Skills
- Strong HR domain literacy: understands how work actually happens across HRBP, Talent Acquisition, Total Rewards, People Ops, or L&D
- 3+ years in HR technology, HRIS administration, HR systems development, or a builder role where you owned outcomes rather than executed tickets
- Strong candidates from adjacent technical or product roles with real HR systems exposure will be considered
- Demonstrated full-stack build ability: you can stand up a working front end and wire it to back-end logic and data
- Evidence you've run discovery with HR stakeholders: talked to HRBPs or People leaders, understood their problem, translated it into something you built
- State the outcome explicitly
- AI-assisted development fluency: you build with AI tools (coding agents, LLM application patterns), not around them
- We weight your ability to learn new AI tooling fast well above which specific tools you've used before
- Hands-on experience with at least one HRIS/HCM platform (ADP, Workday, SAP SuccessFactors, Oracle HCM, or similar)
- Technical proficiency in data analysis, system configuration, and troubleshooting
- Clear written and verbal communication
- You can explain a tradeoff to an HR leader and a data model to an engineer in the same afternoon
- Bias toward shipping
- A rough working prototype in front of an HRBP this week beats a perfect plan next month
- Front-end: React, modern JS/TypeScript, responsive UI
- Back-end and data: API design and integration, SQL, relational data modeling, comfort reading and writing to HR systems of record under governance
- AI-assisted build: coding agents and AI development tools; LLM application patterns including prompting, RAG, tool and agent orchestration, and eval design
- Engineering hygiene: version control and trunk-based development, PR and peer review, secrets kept out of source control, SSO/AD-based identity
- Environment: Microsoft-ecosystem aligned (SSO/AD, Azure DevOps, M365), with HRIS/HCM and ATS platforms as the primary systems of record
- Deep understanding of core HR processes: job architecture, compensation bands and leveling, performance management, recruiting and ATS workflows, workforce planning
- Discovery and problem framing with HR stakeholders, getting to the real need behind the ask
- Distillation of complex HR workflows, including knowing when to simplify or eliminate steps while preserving compliance and outcome quality
- Opportunity qualification and prioritization against a clear value framework
- Value modeling: sizing impact credibly enough to defend with Finance
- Outcome ownership: defining success metrics (adoption rate, cycle time, error rate) and holding to them after launch
- Stakeholder empathy and the ability to earn trust quickly with HRBPs and functional leaders you don't report into
- Adaptability. HR tooling and AI capability will change under you, repeatedly. You stay ahead of it
- Change enablement instinct. You measure success by what gets adopted, not by what you personally built
- Judgment on data sensitivity. You treat employee data with the discretion and compliance rigor it requires
- WorldStrides will only employ those who are legally authorized to work in the United States
- This is not a position for which sponsorship will be provided
- Individuals with temporary visas such as E, F-1, J-1, H-1, H-2, L, B, J or TN, or who need sponsorship for work authorization now or in the future, are not eligible for hire
- Experience integrating applications with enterprise systems of record via APIs (HRIS, ATS, payroll)
- Familiarity with the Microsoft ecosystem (Azure, Azure DevOps, Dynamics/Dataverse, M365) or the ability to ramp into it quickly
- Exposure to LLM application development: prompt design, retrieval-augmented patterns, agent/tool-use chains, and especially evaluation design (catching hallucinations and regressions before they reach a pilot or touch employee data)
- Knowledge of AI/ML applications in HR: predictive attrition or retention models, chatbots, comp and job-architecture automation, candidate matching
- Knowledge of ADP, Greenhouse, and/or Docebo is a plus
- Proficiency in SQL, Power Query, or similar tools for HR data manipulation
- Project management experience running HR technology initiatives end to end
- Comfort working inside messy, real-world HR constraints: legacy workflows, fragmented data across systems, and compliance gates like pay equity and data privacy
- CI/CD and observability familiarity is a plus
Benefits
- Comprehensive health benefits: medical, dental, vision, life, AD&D, accident, critical illness, disability insurance, FSA/HSA options with employer HSA contributions, and a generous 401(k) match.
- Generous paid time off including 11 paid company holidays, 25 PTO days the first year (prorated), 1 paid volunteer day, 4 mental health days, and bereavement
- Professional development support, including up to $5,250 annually for tuition reimbursement and up to $1,000 for certifications annually
- Opportunities for paid and discounted travel
- Flexible work schedule providing on-site, remote, and hybrid office opportunities
- Encouraged participation in a wide variety of Employee Resource Groups
- Employee Assistance Program (EAP) and wellness resources, including fitness centers at select locations
- Paid parental, caregiver, and disability leave
- Team Member Discount Program
- Engaging, collaborative, and fun work environment
Company Overview