Sr. Analyst, Applied AI (G&A Intelligence)

OpenGov is the leader in AI and ERP solutions for local and state governments in the U.S. More than 2,000 cities, counties, state agencies, school districts, and special districts rely on the OpenGov Public Service Platform to operate efficiently, adapt to change, and strengthen the public trust. Category-leading products include enterprise asset management, procurement and contract management, accounting and budgeting, billing and revenue management, permitting and licensing, and transparency and open data. These solutions come together in the OpenGov ERP, allowing public sector organizations to focus on priorities and deliver maximum ROI with every dollar and decision in sync. Learn about OpenGov’s mission to power more effective and accountable government and the vision of high-performance government for every community at OpenGov.com.

Job Summary

OpenGov is seeking a Sr. AI Analyst, People Intelligence to serve as the dedicated practitioner embedded within OpenGov’s growing Applied AI/innovation team, focused on G&A use cases. This role sits at the intersection of messy data, workflow automation, and applied AI — and exists to systematically redesign how OpenGov’s HR, Talent Acquisition, and Enablement functions operate in an AI-native world. You will identify, prioritize, and build AI-powered workflows, tools, and copilots that reduce friction, improve decisions, and free up time for the work that actually requires human judgment.

This is an analyst and workflow automation role first, not a software engineering role. You bring a sharp process mind, comfort with modern AI tools (e.g. Claude/ChatGPT, 3rd party AI tools, and no-code/low-code automation platforms), and the instinct to translate a messy, manual workflow into something smarter. You don’t need to write production code, or be an HR Ops/Tech specialist.

What you DO need is to be a problem-solver with the ability to deeply understand how your partner teams actually work, identify where AI-native redesign creates the most leverage, and build or orchestrate solutions that real people will use to solve real pain points. You will work within the Applied AI team’s technical ecosystem and governance framework, owning the full problem-to-solution lifecycle yourself, and partnering with AI/data engineers when needed.

Given the sensitivity of the data, this role requires a mature, genuine understanding of data confidentiality and HR compliance. You will have access to data and systems at a level comparable to senior HR leadership, and you will be expected to exercise that access with the discretion and judgment that earns it.

While this role sits within the Applied AI team, you will maintain a close working relationship with the HR Technology Leader, who will provide domain guidance on HR systems, compliance context, and functional priorities — ensuring your work is grounded in how the People org actually operates.

Core Responsibilities

• Map and redesign People org workflows with an AI-native lens: go deep with HR, Talent, and Enablement teams to understand current-state processes, identify automation and AI augmentation opportunities, and translate findings into prioritized, sequenced action plans that account for effort, impact, and compliance sensitivity.

• Build and deploy AI-powered tools and automations for the People organization: this includes manager copilots, candidate screening workflows, onboarding automation, policy Q&A assistants, enablement content tools, and other solutions using Claude, Slack, and connected enterprise platforms — operating within OpenGov’s AI governance framework.

• Partner with AI, systems, or data engineers when required — clearly defining requirements, translating business needs into actionable technical specs, and owning outcomes on the People side while the engineering team handles backend complexity.

• Serve as the primary AI capability advisor for the People org: help team leaders understand what’s possible with AI today, evaluate build vs. buy tradeoffs, identify where AI should not be applied (due to compliance or sensitivity constraints), and set realistic expectations on scope and timeline.

• Own data sensitivity and compliance judgment as a core function of the role: every workflow you design or tool you build must account for the confidentiality of HR data, applicable employment law constraints, and OpenGov’s internal data governance rules. Flag risks proactively — don’t wait to be asked.

• Maintain a living roadmap of AI initiatives across the People org: track ideas, in-flight projects, and delivered solutions; report on i