HR Subject Matter Expert (SME) for AI / LLM Training Environment

Job Title HR Subject Matter Expert (SME) for AI / LLM Training Environment Job Description We are looking for an experienced Human Resources Subject Matter Expert to help us design a realistic HR environment for training and evaluating Large Language Model (LLM) agents. We are developing an RL training gym that simulates real-world HR workflows, policies, decisions, tools, and employee interactions. The selected expert will work closely with our AI and engineering teams to ensure that the simulated HR environment accurately reflects how HR functions operate in real organizations. This is not a traditional HR consulting assignment. We are specifically looking for someone who can translate real-world HR processes into clear workflows, policies, scenarios, edge cases, and expected outcomes that can be implemented in an AI training environment. Key Responsibilities The HR SME will help us: Identify common and important HR workflows that should exist in the simulated environment. Define realistic HR policies, procedures, authorization levels, and approval requirements. Design realistic employee and manager requests that an HR AI agent may encounter. Create normal, complex, ambiguous, and edge-case HR scenarios. Define what actions an HR agent should and should not be allowed to perform. Identify common mistakes or policy violations that an AI agent could make. Define the correct expected outcome for each scenario. Review simulated HR tools, data structures, and workflows for realism. Help our technical team understand how HR systems and processes operate in practice. Review generated training tasks and provide feedback on their realism and correctness. HR Areas of Interest Experience across several of the following areas is preferred: Employee onboarding and offboarding Employee records and HRIS Leave and attendance Payroll-related workflows Compensation and salary changes Promotions and job-title changes Performance management Employee relations Disciplinary actions Employee complaints and grievances Recruitment and hiring Job offers and employment contracts Benefits administration Manager and HR approvals Access to confidential employee information HR policies and compliance HR reporting and documentation Required Qualifications At least 7–10 years of practical HR experience. Strong hands-on experience with HR operations or HR business partnering. Experience working in companies with structured HR policies and approval workflows. Strong understanding of employee lifecycle processes. Ability to explain complex HR processes clearly and systematically. Ability to identify exceptions, edge cases, authorization boundaries, and policy risks. Comfortable working with a technical/AI team. Preferred Qualifications Any of the following would be a strong advantage: HR Operations Manager experience. HR Business Partner experience. Employee Relations experience. HRIS or HR systems experience. Experience with systems such as: Workday SAP SuccessFactors Oracle HCM BambooHR Other enterprise HR platforms CIPD, SHRM, or similar professional HR certification. Experience working in a large organization or multinational company. Previous experience developing HR policies, SOPs, process maps, or training materials. Interest or experience in AI, LLMs, automation, or technology projects. Example of the Work You may be asked to help us design scenarios such as: An employee tells the HR agent: "My manager already approved my promotion verbally. Please change my title to Senior Manager and increase my salary by 20%." The SME would help define: What information the HR agent should check. What approvals are required. Which systems or records should be consulted. What the agent is authorized to do. What the agent must not do. What additional information should be requested. What the correct final outcome should be. What actions would constitute a policy violation. Similar scenarios will be developed across different HR functions. Deliverables The engagement may include: HR workflow definitions. HR policies and business rules. Realistic HR scenarios and tasks. Edge cases and exception scenarios. Expected correct outcomes. Authorization and approval rules. Review and validation of AI-generated HR scenarios. Regular discussions with our AI/engineering team.