Description

Key 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).
• Risk & Feasibility Assessment: Develop a weighted evaluation framework, risk register, dependency analysis, and go/no-go recommendation supported by business and technical evidence.
• Transformation Roadmap: Establish a phased implementation roadmap aligned with contract renewal dates, business-critical periods, organizational priorities, and other transformation initiatives.
• Program Governance: Recommend appropriate governance, testing, validation, change management, stakeholder engagement, and implementation assurance strategies.
• Executive Stakeholder Management: Present architecture options, trade-offs, business benefits, investment requirements, and recommendations to HR, IT, Finance, and executive leadership.
• Technical Leadership: Collaborate with internal HRIS teams, integration specialists, vendors, and system integrators while providing architectural guidance and mentoring throughout the assessment.

Required Qualifications & Experience

• 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.

Preferred Qualifications

• Workday certifications in HCM, Integrations, Payroll, or Talent Management.
• Experience leading SuccessFactors-to-Workday feasibility assessments or enterprise HR platform migrations.
• Experience with regulated industries, particularly life sciences, pharmaceuticals, healthcare, or other compliance-intensive environments.
• Familiarity with GDPR, global data residency, audit requirements, and computer system validation.
• Experience with enterprise architecture frameworks, transformation governance, and technology investment planning.

Key Deliverables

• Current-state HR technology architecture and application inventory.
• SuccessFactors-to-Workday functional fit-gap and feasibility assessment.
• Integration inventory and target-state integration architecture.
• Third-party application impact assessment and recommendations.
• HR data migration, security, privacy, and compliance strategy.
• Two to three target-state architecture options with associated trade-offs.
• Comparative implementation cost, timeline, resource, risk, and five-year TCO analysis.
• Weighted evaluation model, risk register, and executive go/no-go recommendation.
• Phased transformation roadmap and proposed governance, testing, and change management approach.
• Executive presentation outlining findings, strategic options, and the recommended path forward

Key Skills

Education

Bachelor's degree