AI-Enabled People Operations Intern

Board Intelligence is a technology and advisory firm on a mission to make boards more effective, and through them, build better businesses and benefit society.

Over twenty years we have established ourselves as the market leader in governance and board effectiveness, trusted by more than 80,000 directors, executives, and governance professionals globally, including across the Fortune 500, FTSE 100, and OMX 30. That trust has been earned through depth of insight, rigorous advisory work, and a track record that newer entrants simply cannot replicate.

We have invested in applied AI since 2020, well ahead of the market, and that early conviction has paid off. Our AI-powered platform and smart board advisor give us a competitive advantage that is widening, not narrowing. In 2024, K1 Investment Management, the leading B2B Enterprise SaaS investor, backed us to accelerate that position further. We are now growing fast, with a proven commercial model spanning both mid-market and enterprise, and a product suite that has become a necessary addition in high-stakes board environments.

The people joining us now will shape how we scale. We are deliberate about how we do that. Our founders and leadership team are deeply invested in keeping the culture that got us here: thoughtful, high calibre, and genuinely human. Ambition and balance are not in competition at Board Intelligence.

If you want to work at the intersection of AI and governance, on problems that matter at the highest level, this is a strong place to be.

Our Mission

We unleash the potential of organisations through the science of board effectiveness, building better businesses and benefitting society.

The Opportunity

We're looking for an AI-Enabled People Operations Intern to solve a real operational problem; centralise our People data, build reporting infrastructure, and automate the workflows that will let us scale. You'll report directly to Az, our People and AI Enablement Partner. Based in our London office 3 to 4 days per week, you'll work on three interconnected priorities: ensuring our employee records are complete and current, building our reports and dashboards on our HRIS (ELMO), and setting up automation workflows that run without manual intervention.

This isn't make-work. The systems you build will power how the People team operates. The data you clean will form the foundation for everything that follows. The automation you set up will stay in place long after you leave.

The Role

You'll help us solve a real operational problem; our People data is fragmented across folders and systems, making it hard to report accurately on employee information, compliance status, and team metrics. Your job is to centralise this data, automate the tedious parts, and build the reporting infrastructure so the People team (and eventually the business) can trust the data and act on it.

You will work on three interconnected areas, in this order:

1. Data hygiene and compliance

To support the reporting and automation systems that follow, you need reliable data foundations. You'll systematically review employee records in Elmo and our People folders, flag anything that needs updating or completing, and work with managers and team members to resolve it. You're building the data confidence the People team needs to scale operations.

2. Building reports and dashboards

Once you understand the data, you'll build recurring reports in Elmo that surface the information the People team needs: current notice periods, document status, headcount by team, upcoming anniversaries, anything else that matters for planning and compliance. You'll design and build at least one Elmo dashboard with key People metrics. This becomes the single source of truth.

3. Automating workflows

The manual parts should be automated. You'll use tools to set up workflows that flag missing documents, alert managers to outdated information, trigger reports on schedule, or pull data from Elmo into other systems. The goal is to move the People team from "manually checking folders" to "receiving alerts when something needs attention".

Who We're Looking For

You have a strong foundation in data and analytics. You understand how to work with AI tools and automation platforms to solve operational problems. You're comfortable learning APIs and integrations on the fly. You're probably studying data science, business analytics, computer science, or a related field, or you have HR operations experience and want to deepen your technical skills. You don't need to be a software engineer, but you do need to be genuinely interested in how systems connect and how to automate manual work.

Essential:

• Data and analytics mindset
• Practical experience with AI tools and automation
• Ability to learn new systems (Elmo, APIs, automation platforms) quickly
• Comfort with detail work and problem-solving
• Willingness to chase people and follow up on gaps

Valuable but not essential:

• Experience with HRIS systems or HR operations
• Python or basic scripting
• API integration experience
• SQL or data querying

What Success Looks Like

By the end of the internship, you will have:

• Reviewed all employee records and ensured critical information (notice periods, key documents, contact details) is current and documented; established a tracking system for ongoing updates
• Built and tested one or two recurring reports in Elmo that the People team actually uses
• Designed and deployed at least one automated workflow (e.g. missing Expression of Wish form alerts, notice period reminders, scheduled data pulls) that runs without manual intervention
• Handed over clear documentation so the People team can maintain and extend these workflows
• Understood how Elmo works, how to use its API, and how to connect systems together using automation platforms; that knowledge is yours to take forward

Why This Matters

Board Intelligence is building AI capability across the business. The People team manages that programme. You'll solve a real problem, build something that lasts, and learn how to use AI and automation to scale operational work. By the end of this, you'll have a genuine project you can talk about in interviews: you took fragmented data, built systems to clean and organize it, and automated the workflows so it stays clean.