Solution Architect - Talent Technology Engineering

1. Architect the HR Tech Ecosystem North Star & Strategy Define and maintain the target architecture for HR technology across domains Develop a multi‑year (≈2+ years) architecture roadmap describing how HR systems, integrations, and data models evolve to support business strategy (e.g., growth, new markets, workforce models). Establish guardrails for configuration vs customization vs 1P extensions within HR platforms. Establish and own standard patterns for: Deliver “out‑of‑the‑box” solutions and reusable templates to minimize one‑off integrations and fragile implementations. Ensure these systems meet requirements for completeness, correctness, timeliness, and auditability to support HR and downstream Finance/Compliance needs. Ensure HR data is traceable, auditable, and explainable from original source to reporting and downstream usage. Provide architectural direction to engineering teams building 1P services and integrations. Enable vertical/domain teams to focus on business needs by ensuring the horizontal foundations are robust and well‑defined. Evaluate and, where necessary, challenge vendor proposals that increase complexity, create lock‑in, or duplicate existing 1P capabilities without clear benefit. Regional data residency and cross‑border data transfer considerations. Role‑based access controls and least‑privilege principles. Employee privacy expectations and internal policies. Partner with Security, Privacy, and Legal to convert these requirements into repeatable technical patterns rather than ad‑hoc process overlays. 8-12+ years in enterprise engineering/architecture roles, with significant time as a Solutions / HR Tech / ERP architect or equivalent. Hands-on experience architecting ecosystems with multiple 3P HR systems and custom 1P services. Deep understanding of at least one major HCM or HR suite (Workday, SAP SuccessFactors, Oracle HCM, etc.), including integrations and extension patterns. Understanding of Modern integration patterns and data modeling for people/HR domains, and security, privacy, and compliance expectations around employee data. Demonstrated ability to operate as a horizontal architect serving multiple teams. Influence and challenge senior stakeholders (HR, Eng, vendors) with clear, data-driven arguments. Make non-obvious architectural trade-offs and live with the consequences.