HR Data & Analytics Architect

CACI•Reston, VA

About The Position

The HR Data & Analytics Architect will shape and manage near and long-term activities to strengthen the company's AI and Digital Modernization journey. This role serves as a critical bridge between HR data engineering, HR technology, and enterprise AI initiatives, ensuring HR data is structured, governed, and leveraged effectively to enable next-generation capabilities. The ideal candidate possesses deep hands-on technical expertise and strategic insight to translate complex data environments into clear, actionable roadmaps. Responsibilities include overseeing HR data architecture and governance, enabling advanced analytics, and driving AI and digital transformation execution. The role also involves building strategic partnerships across the organization and developing integrated data and technology roadmaps that support long-term capability growth.

Requirements

10+ years of experience in data architecture, data engineering, or related technical roles, with meaningful exposure to HR or enterprise people systems.
Deep familiarity with HR technology ecosystems with working knowledge of platforms such as Workday, major ATS/TMS vendors, Talent Intelligence, LMS platforms, and HR analytics tools.
Experience designing data infrastructure to support AI/ML use cases, including feature engineering, model input pipelines, and output activation.
Strong command of data governance principles, including data quality management, metadata standards, and access control frameworks.
Proven ability to lead and influence without authority, building alignment across technical and business stakeholders in matrixed environments.
Experience in Federal or Government Contracting industry.

Nice To Haves

Experience with AI-embedded HR platforms and conversational or predictive AI tools in a workforce context.
Familiarity with AI regulatory frameworks and their data governance implications.
Background in HR technology strategy, vendor management, or digital transformation program delivery.

Responsibilities

Design, document, and maintain the HR data architecture across the full HR technology ecosystem.
Define and implement data standards, taxonomies, and governance practices that ensure accuracy, consistency, and compliance across all HR data domains.
Oversee the development and management of data dictionaries, lineage documentation, and data models.
Partner with enterprise data governance teams to align HR data practices with organization-wide frameworks.
Identify and remediate data quality issues, redundancies, and structural debt across the HR tech stack.
Refine and optimize data models to support reporting, analytics, and AI/ML consumption at scale.
Establish the data infrastructure required to power workforce analytics, HR reporting, and dashboards.
Collaborate with analytics and BI teams to ensure data availability, consistency, and performance for downstream consumption.
Define data pipelines and ingestion patterns that support workforce reporting needs.
Enable self-service analytics capabilities by ensuring well-structured, accessible, and documented data assets.
Operationalize the AI in HR strategy, serving as the data layer owner for AI initiatives spanning workforce enablement, process automation, and AI-embedded tools within the HR tech stack.
Assess data readiness and quality requirements for AI/ML models, identifying gaps and defining remediation paths.
Shape data strategies for strategic AI pilots and initiatives, ensuring alignment with governance.
Support the evaluation of AI vendor data practices in partnership with key internal stakeholders.
Stay current on developments in AI regulation including emerging state and federal frameworks and incorporate compliance considerations into data design decisions.
Develop and maintain a near and long-term HR data architecture roadmap aligned to HR strategy, workforce needs, and enterprise technology direction.
Advise HR stakeholders and cross-functional partners on HR data capabilities, limitations, and priorities.
Lead through influence, building alignment and momentum without direct authority across HR, IT, Legal, and Finance stakeholders.
Serve as HR subject matter expert in vendor evaluations, RFPs, and platform assessments regarding data architecture and AI capability.
Translate complex technical concepts into strategic narratives suitable for non-technical audiences.