HR Solution Architect

We are seeking a highly skilled HR Solution Architect to drive the design, integration, and implementation of HR systems across the organization. This role requires a deep understanding of HR processes, a strategic approach to technology, and the ability to create cohesive solutions that are aligned with business goals. The HR Solution Architect will lead the process of understanding business needs, evaluating existing HR solutions (Fusion, Lever, Cornerstone, Entomo, OrgVue, etc.), and defining a strategic roadmap that addresses those needs while ensuring seamless integration across various platforms.

Key Responsibilities:

HR Systems Evaluation & Integration:

1. Lead the evaluation and integration of existing HR systems including Fusion, Lever (Recruitment), Cornerstone (Learning), Entomo (Performance), and OrgVue.
2. Assess the current state of HR technologies and processes, identifying inefficiencies, gaps, and opportunities for improvement.
3. Collaborate with HR, IT, and business stakeholders to develop a comprehensive understanding of business requirements.

Business Needs Analysis & Solution Design:

1. Work closely with business leaders and HR functions to understand strategic goals, pain points, and operational challenges.
2. Design and define integrated HR technology solutions that are tailored to meet business needs, rather than simply adopting a one-size-fits-all approach.
3. Develop clear and actionable roadmaps for system enhancements, integrations, and future HR technology initiatives that align with the overall business strategy.
4. Create a long-term, business-led HR systems strategy that enables seamless user experience and maximizes HR effectiveness.
5. Define a phased roadmap for implementation of HR solutions that balances business priorities with technical feasibility.
6. Work with cross-functional teams to ensure that all HR system changes and integrations are executed smoothly, on time, and within budget.

System Optimization & Change Management:

1. Lead initiatives to optimize HR systems by recommending configurations, updates, and customizations.
2. Drive adoption of HR systems through change management strategies, including training, user engagement, and ongoing support.
3. Serve as the subject matter expert for HR systems and provide guidance on best practices for HR technology utilization.

Stakeholder Engagement & Collaboration:

1. Act as a liaison between business units, HR operations, and IT teams to ensure alignment and transparency of HR technology initiatives.
2. Build strong relationships with stakeholders to gain buy-in for system improvements, process changes, and technology upgrades.
3. Communicate effectively with senior leadership to report on progress, risks, and deliverables.
4. Stay current with emerging HR technologies, industry best practices, and trends to continuously evolve the HR system landscape.
5. Recommend innovative solutions that enhance HR service delivery and support business outcomes.
6. Facilitate workshops and brainstorming sessions to foster innovation and gather insights from HR teams and business stakeholders.

System Performance & Reporting:

1. Establish key performance indicators (KPIs) and metrics to track the effectiveness of HR systems and their impact on business operations.
2. Analyze data from HR systems to provide actionable insights and recommendations for improvements.

Qualifications:

1. Bachelor's degree in Human Resources, Information Technology, Business Administration, or a related field.
2. A minimum of 8-10 years of experience in HR technology or HR systems architecture, with a proven track record of managing complex HR system integrations and transformations.
3. Expertise in various HR systems such as Fusion, Lever, Cornerstone, Entomo, OrgVue, and others, with strong knowledge of HR processes and workflows.
4. Experience in developing and executing strategic roadmaps for HR technology solutions, particularly in large, complex organizations.
5. Strong understanding of the interdependencies between HR systems and business processes, and the ability to design business-led solutions.
6. Deep knowledge of HR functional areas, including talent acquisition, learning and development, performance management, compensation, and HR analytics.
7. Excellent communication and stakeholder management skills, with the ability to engage senior leaders and business units.
8. Strong problem-solving skills and the ability to think strategically while managing tactical execution.
9. Familiarity with data integration, data governance, and HR system reporting capabilities.

Preferred Skills:

1. Certification in HR technologies or systems (e.g., Workday, SAP, Oracle).
2. Experience with change management methodologies and tools.
3. Familiarity with emerging technologies like AI and machine learning in HR.
4. Ability to manage vendor relationships and external consultants.