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Agent guide: [/agents.md](https://www.wearedevelopers.com/agents.md). --- # HR Automation Engineer - **Company:** Alexander Mann Solutions - **Location:** New York, NY, United States - **Salary:** $133,000.0 - **Contract:** Permanent contract - **Skills:** Java (Programming Language), Application Programming Interfaces (APIs), Data Analysis, Applicant Tracking Systems, Audit Trail, User Authentication, Spreadsheets, Cluster Analysis, Databases, Continuous Integration, Information Engineering, Decision Support Systems, Human Resources Information System (HRIS), JSON, Python (Programming Language), Role-Based Access Control, Standard Sql, SQL Databases, Data Streaming, Workflow Management Systems, Data Logging, Data Processing, Data Layers, Build Management, Information Technology, Low-code, Api Design, Software Version Control, Workday - **Published:** June 12, 2026 - **Apply:** https://www.indeed.com/viewjob?jk=f3584c18361817b8 ## About the Role Do you have experience in Version control systems?, Do you have a Master's degree?, + An advanced quantitative background is required, a Master's or PhD in a discipline such as Mathematics, Statistics, Computer Science, Financial Engineering, Operations Research, Physics, or a closely related field. Candidates should also hold an undergraduate degree in a hard science, engineering, mathematics, or equivalent quantitative discipline, with a strong academic record. + Academic training should demonstrate deep fluency in core mathematical foundations-including probability theory, statistical inference, linear algebra, and algorithmic problem-solving beyond applied or descriptive analytics. + Production-grade programming in Python (preferred) or another modern language (e.g., Java/C++): clean, testable, version-controlled code; strong familiarity with common data libraries + Strong SQL and data modelling across multiple database environments; complex joins/window functions and performance-aware querying + End-to-end automation and pipeline delivery: ingestion, transformation, output generation, stakeholder delivery; ability to operate independently without extensive platform scaffolding + Experience integrating enterprise systems via APIs and structured data feeds (REST/JSON); comfort working with authentication, error handling, and data quality controls + Applied analytics and statistical methods (e.g., regression, classification, clustering, forecasting) to solve operational problems; ability to validate assumptions and stress-test outputs + Strong data engineering fundamentals: efficient data handling at scale, algorithmic problem-solving, and pragmatic optimization for reliability and performance + Self-starter with a demonstrated ability to scope, design, and deliver analytical or engineering solutions independently - in the manner of a desk strat who owns a problem from whiteboard to production without being handed a specification + Proven track record of translating ambiguous business problems into structured quantitative frameworks; must be able to sit with a recruiters, compensation and analytics specialist, HR coverage and other leaders, decompose what they describe as a 'manual process' into its constituent data flows, and propose an engineered solution + Comfort operating in a fast-moving, high-standards environment where stakeholders are senior, feedback is direct, and the quality bar for outputs matches that of a front-office function + Ability to communicate technical outputs to non-technical senior stakeholders: translate a model, a pipeline, or an automation into a clear business case with quantified impact, in the same way a strat presents a pricing model to a trading desk head ## Description Are you interested in joining a Tier 1 Investment Bank's Talent Acquisition function which operates in one of the most competitive hiring environments in global financial services, supporting continued front-office growth across Sales, Trading, and Research? The HR Automation Engineer manages significant complexity, including highly specialized lateral pipelines, agency partnerships, regulatory requirements, and a demanding, matrixed stakeholder base across the Americas. The role bridges strategic ambition and operational execution across HR, Talent Acquisition, and Compensation & Analytics. The Strategist serves as a quantitative and engineering partner focused on redesigning, automating, and optimizing the end-to-end recruiting lifecycle, while balancing regional nuance with global efficiency, threading real-time factual data enabling dynamic decision making., Approval Memo Automation & Workflow Orchestration * Design and build an end-to-end automated approval memo system from ATS data, removing manual drafting by recruiters and HRBPs. * Build dynamic templates auto-populating role, comp, budget, and rationale; route approvals via seniority, division, cost centre rules. * Create workflow engine with RBAC, escalation logic, reminders, and exception handling to remove bottlenecks. * Integrate approval status into real-time dashboards for full pipeline visibility. * Maintain audit logs with timestamps, approvers, rationale for governance. * Create executive hiring swim lane for high-sensitivity roles. Dynamic Hiring Plan System * Extend Workday/People Tracker into live hiring model replacing static spreadsheets. * Unify data across reqs, pipelines, offers, start dates, budget and attrition. * Build scenario modelling for headcount, budget, restructuring impacts. * Create multi-dimensional reporting for pipeline health, spend, capacity. Process Engineering & Automation * Map end-to-end recruiting lifecycle and remove non-value steps. * Build Python/SQL/low-code automation to replace manual recruiter tasks. * Create offer letter automation with comp validation and routing. Workforce Analytics * Build headcount models by desk, product, function using pipelines and attrition data. * Produce monthly workforce intelligence combining terminations, offers, pipeline, starts. * Detect attrition signals to trigger automated backfills. * Build cohort attrition models by tenure, seniority, function. * Create rolling forecasts including pipeline conversion and start risk. Consultant Conversion Analysis * Build model comparing contractor conversion vs direct hire total cost. * Include agency fees, contracts, sign-on, productivity lag. * Create real-time calculator for scenario analysis. * Track vendor conversion rates to optimise suppliers. * Integrate contractor data into hiring plan system. Stakeholder Reporting * Automate executive hiring reports replacing manual decks. * Build dashboards by region, division, function, budget vs spend. Compliance & Governance * Ensure compliance with employment law, EEO, HR data policies. Additional Technical Depth & Integration Layer * Design API-first architecture integrating ATS, HRIS, comp and finance systems into unified data layer. * Ensure real-time sync with validation, retries and error handling across systems. Advanced Analytics & Decision Support * Apply statistical models to predict hiring cycle time and approval delays. * Develop anomaly detection for comp outliers and pipeline inconsistencies. * Build forecasting models with seasonality, demand and attrition volatility. Automation Reliability & Engineering Standards * Ensure workflows are version-controlled and CI/CD tested. * Implement logging, monitoring and alerting for all processes. Stakeholder Enablement * Translate analytics into executive insights. * Build self-serve dashboards for HRBPs and TA teams. * Reduce reliance on manual reporting and spreadsheets. 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