HR Solution Architect Workday/Successfactors

We are looking for a HR Solution Architect to lead the assessment of possible moving from SAP Success factors to Workday. We are looking for a technical and strategic advisor in terms of assessing whether the move is possible, what it would take and whether it is theright move for the business.

• 12+ years of experience in HRIS/HR technology, 5+ years as a Workday Solution Architect with Global, multi-country deployment experience.

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• Multiple full cycle Workday HCM implementations or migrations (ideally from SuccessFactors).

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• Deep SuccessFactors knowledge (Employee Central, Performance and Goals, Succession, Compensation, Calibration and Learning)

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• Strong integration architecture experience with enterprise middleware, Workday integration tools, and REST/SOAP APIs.

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• Experience of integrating Workday with a range of third-party payroll, time and attendance and recruiting systems.

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• Experience of working in a regulated / validated environment (21 CFR Part 11)

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• Proven record of developing business cases and presenting them to the board and senior management.

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• Experience of collaborating with vendors and system integrators.

Our current SuccessFactors landscape includes Core HR, Compensation, Performance, Goals, Succession, Calibration, and Reporting, as well as a validated Learning environment. It connects middleware to numerous downstream systems and is complemented by third-party platforms for payroll, time management, recruiting, and onboarding. You will assess the entire landscape-not only the HRIS-and present executive leadership with clear options and a recommended path forward.

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This is a hands-on, high visibility role where your recommendation will be the driver of a multi-year HR technology investment.

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Assess and analyze.

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• Document the current state architecture across the HR applications, integrations, the data flows, the security model, and the reporting.

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• Perform a detailed fit-gap analysis of SuccessFactors (Core HR, Compensation, Performance, Goals, Succession, Calibration, Reporting) against Workday HCM, Compensation, Talent and Performance and Reporting/Analytics.

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• Identify business processes that map directly, those that need redesign, and those where Workday cannot meet requirements.

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• Evaluate the validated Learning environment and recommend whether to retain, migrate, or replace it.

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• Inventory and classify all the current integrations as retire, rebuild, or retain and define the target integration pattern and tooling.

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• Assess the impact on payroll, time management, recruiting and onboarding, and recommend whether to keep, integrate, or replace each.

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• Define the data migration approach: scope of history, effective dated records, data quality remediation, archiving, and retention.

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• Assess the security, privacy, GDPR and data residency requirements and define the target security and access model.

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• Develop two to three target state architecture options with the associated trade-offs.

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• Estimate the cost, timescale, resourcing, and risk for each option (including a 5-year total cost of ownership comparison).

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Ensure the plan is aligned with the contract renewal dates, the business calendar, and any other change programs.

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• Estimate cost, timeline, resourcing, and risk for each option, including 5-year total cost of ownership comparison.

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• Produce a go/no-go recommendation based on a weighted scoring model and risk register.

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• Present the findings and recommendations to HR, IT, Finance, and the Executive team.

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• Recommend testing, validation, change management, and governance approach for the future program.

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• Mentor internal HR technology and integration teams during the assessment.

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