Lead Solutions Architect - SAP SuccessFactors HR

Job Summary

The HR Technology Solutions Architect designs, governs, and implements end-to-end HR solutions across the HR technology landscape, including connections to Finance and other systems that exchange HR data. Spanning hire-to-retire, the role ensures solutions are well-designed, integrated, extensible, scalable, and aligned with enterprise standards and long-term strategy. The architect connects HR platforms, processes, data, and interfaces to deliver secure, scalable, intuitive experiences; governs workforce data across SAP SuccessFactors and connected finance, payroll, identity, planning, and analytics systems; and builds the capabilities to operate the platform globally.

Key Tasks & Responsibilities (Essential Functions)

HR Solution Strategy & Architecture

• Own the end-to-end solution strategy and target architecture for the HR technology ecosystem including but not limited to SAP Success Factors, Workforce, Walkme and AcuityOne
• Act as the primary architecture authority for HR solutions and data flows, guiding and approving designs for implementations and enhancements. Establish architecture governance, decision rights, change controls, and documentation standards.
• Align platform capabilities with enterprise priorities across core HR, talent, compensation, learning, recruiting, onboarding, and workforce planning. 
• Partner with HR leaders and product managers to simplify, standardize, and digitize end-to-end workflows. . Translate complex technical decisions into clear business terms to influence leaders across HR, Finance, Technology, and the business.
• Govern configuration, extensions, releases, and use of HR platform and complementary technologies (Workforce, ECP, Walkme, ServiceNow)
• Lead design reviews for security, scalability, reliability, supportability, and performance.
• Build privacy, cybersecurity, compliance, and internal controls into platform and integration decisions, partnering with Cybersecurity, Privacy, Legal, Internal Audit, and control owners to keep solutions secure and auditable.
• Own platform demand, capacity, licensing, and investment recommendations; report progress, risks, decisions, and value to senior leaders.

Data Architecture, Integrations and Enterprise Connectivity

• Architect HR data structures that support end-to-end workflows and scalable, global HR standards and processes. Govern role-based permissions, privileged access, segregation of duties, identity lifecycle integration, and access reviews.
• Set data standards for quality, master data, metadata, retention, auditability, and reporting; and, set integration standards for data flows, APIs/CPI, middleware, events, batch exchanges, monitoring, and reconciliation.
• Ensure reliable exchange of workforce, organizational, cost center, position, compensation, payroll, labor-cost, and planning data between HR and finance systems.
• With Finance, Payroll, Identity, Data and Analytics, and application teams, define data ownership, lineage, timing, controls, and exception management. Protect sensitive workforce and compensation data through appropriate monitoring, retention, encryption, and incident controls.

Implementation and Delivery

• Provide hands‑on technology leadership during implementation phases, including design reviews, configuration validation, and solution walkthroughs.
• Work closely with Product Managers, Process Owners, HR SMEs, and implementation teams to ensure designs are correctly implemented.
• Review and approve functional designs, technical designs, and integration specifications.
• Support testing activities by validating architectural assumptions and resolving complex design‑related defects.
• Guide scope, sequencing, dependencies, technical risk, cutover, and adoption with product and program leaders.
• After go-lives, lead efforts to stabilize, optimize, and enhance HR capabilities. Evaluate new SAP SuccessFactors features and releases, and advise on implementation approach and architectural impact.

Skills and Minimum Experience Required

• Bachelor’s degree in Information Systems, Computer Science, Engineering, Business, or a related field, or equivalent experience.
• 10+ years in enterprise applications, HR technology, or solution architecture, including 5+ years leading teams, platforms, or architecture in a global, matrixed environment.
• Deep SAP SuccessFactors expertise, particularly Employee Central, with experience integrating HR, talent, compensation, payroll, finance, identity, planning, and analytics platforms.  SAP certification required.
• Strong knowledge of HR processes, data architecture, master data, organizational and position structures, APIs, CPI, middleware, integration controls, reporting, and workforce analytics.
• Demonstrated success leading global implementations, transformations, upgrades, acquisitions, vendors, and continuous-improvement roadmaps while influencing senior stakeholders.
• Working knowledge of cloud and product management practices, Agile delivery, security, role-based permissions, privacy, audit controls, automation, and responsible AI; public-company, manufacturing, or comparable global experience preferred.

Travel Requirements

Other

Key Competencies

Leadership

• Enterprise and systems thinking
• Strategic judgment and decision-making
• Stakeholder influence
• Accountability for outcomes and value

Communication

• Executive communication and decision framing
• Translation across business processes, data, and technology
• Cross-functional facilitation
• Concise technical and operational documentation

Problem Solving

• Structured problem solving and root-cause analysis
• Prioritization, sequencing trade offs and implications
• Pragmatic design balancing speed, scale, experience, and control
• Curiosity, learning agility, and continuous improvement