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.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.This is a hands-on, high visibility role where your recommendation will be the driver of a multi-year HR technology investment.Assess and analyze.• Document the current state architecture across the HR applications, integrations, the data flows, the security model, and the reporting.• 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.• Identify business processes that map directly, those that need redesign, and those where Workday cannot meet requirements.• Evaluate the validated Learning environment and recommend whether to retain, migrate, or replace it.• Inventory and classify all the current integrations as retire, rebuild, or retain and define the target integration pattern and tooling.• Assess the impact on payroll, time management, recruiting and onboarding, and recommend whether to keep, integrate, or replace each.• Define the data migration approach: scope of history, effective dated records, data quality remediation, archiving, and retention.• Assess the security, privacy, GDPR and data residency requirements and define the target security and access model.• Develop two to three target state architecture options with the associated trade-offs.• Estimate the cost, timescale, resourcing, and risk for each option (including a 5-year total cost of ownership comparison).Ensure the plan is aligned with the contract renewal dates, the business calendar, and any other change programs.• Estimate cost, timeline, resourcing, and risk for each option, including 5-year total cost of ownership comparison.• Produce a go/no-go recommendation based on a weighted scoring model and risk register.• Present the findings and recommendations to HR, IT, Finance, and the Executive team.• Recommend testing, validation, change management, and governance approach for the future program.• Mentor internal HR technology and integration teams during the assessment.Required Skills• 12+ years of experience in HRIS/HR technology, 5+ years as a Workday Solution Architect with Global, multi-country deployment experience.• Multiple full cycle Workday HCM implementations or migrations (ideally from SuccessFactors).• Deep SuccessFactors knowledge (Employee Central, Performance and Goals, Succession, Compensation, Calibration and Learning)• Strong integration architecture experience with enterprise middleware, Workday integration tools, and REST/SOAP APIs.• Experience of integrating Workday with a range of third-party payroll, time and attendance and recruiting systems.• Experience of working in a regulated / validated environment (21 CFR Part 11)• Proven record of developing business cases and presenting them to the board and senior management.• Experience of collaborating with vendors and system integrators.