Workday Solution Architect

Kforce has a client that is seeking a Workday Solution Architect in Armonk, NY.

Roles and Responsibilities:

• Current-State Assessment: Analyze the existing SuccessFactors landscape, including Employee Central, Compensation, Performance, Goals, Succession, Calibration, Reporting, and Learning, along with connected HR applications and integrations
• Fit-Gap Analysis: Evaluate existing HR processes against Workday HCM, Talent, Compensation, Performance, and Reporting capabilities, identifying functional gaps, customization requirements, and opportunities for process standardization
• Solution Architecture: Develop future-state architecture options, defining application boundaries, integration patterns, technology dependencies, and opportunities to simplify the HR technology ecosystem
• Integration Strategy: Assess existing interfaces and classify them as retain, rebuild, or retire; Define the target integration architecture using Workday integration tools, enterprise middleware, APIs, and appropriate integration technologies
• Third-Party Application Assessment: Evaluate the impact of migration on payroll, time and attendance, recruiting, onboarding, Learning, and other connected platforms, recommending which applications to retain, replace, or integrate
• Data Migration & Governance: Define the migration strategy for employee data, historical and effective-dated records, data cleansing, archival, retention, reconciliation, and validation
• Security & Compliance: Assess role-based security, access controls, data privacy, GDPR, data residency, auditability, and regulatory requirements, including validated-system considerations where applicable
• Business Case & TCO Analysis: Develop comparative assessments covering implementation costs, licensing, integration, ongoing support, resource requirements, timelines, risks, and five-year total cost of ownership (TCO)

• 12+ years of experience in HRIS, HR technology, enterprise applications, or digital transformation, including at least 5 years in Workday solution architecture
• Proven experience in global, multi-country Workday HCM implementations, transformations, or migrations
• Multiple full-cycle Workday implementations, preferably involving migration from SAP SuccessFactors
• Strong hands-on knowledge of SAP SuccessFactors, including Employee Central, Compensation, Performance and Goals, Succession, Calibration, and Learning
• Deep understanding of Workday HCM, Talent Management, Compensation, Performance, Reporting, and Analytics capabilities
• Extensive experience in enterprise integration architecture, including Workday integration tools, middleware platforms, REST/SOAP APIs, and third-party system connectivity
• Demonstrated experience integrating HR platforms with payroll, time and attendance, recruiting, onboarding, and other enterprise applications
• Strong knowledge of HR data migration, data quality management, historical data conversion, archival, and retention strategies
• Experience assessing enterprise security, privacy, regulatory compliance, and validated-system requirements, including 21 CFR Part 11 where applicable
• Proven ability to develop business cases, evaluate technology investments, perform TCO analysis, and present strategic recommendations to senior executives
• Experience managing vendor and system integrator relationships and facilitating cross-functional stakeholder discussions
• Excellent analytical, problem-solving, communication, presentation, and documentation skills

The pay range is the lowest to highest compensation we reasonably in good faith believe we would pay at posting for this role. We may ultimately pay more or less than this range. Employee pay is based on factors like relevant education, qualifications, certifications, experience, skills, seniority, location, performance, union contract and business needs. This range may be modified in the future.

We offer comprehensive benefits including medical/dental/vision insurance, HSA, FSA, 401(k), and life, disability & ADD insurance to eligible employees. Salaried personnel receive paid time off. Hourly employees are not eligible for paid time off unless required by law. Hourly employees on a Service Contract Act project are eligible for paid sick leave.

Note: Pay is not considered compensation until it is earned, vested and determinable. The amount and availability of any compensation remains in Kforce’s sole discretion unless and until paid and may be modified in its discretion consistent with the law.

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