Technical Director, HR & Corp Tech Enterprise Platform Engineering

ELC Beauty LLC•New York, NY

26d•$139,850 - $241,550•Hybrid

About The Position

The Technical Director, HR & Corporate Technology Platform Engineering is the Platform Owner for enterprise platforms supporting Human Resources and Corporate Technology. The role sets platform engineering direction and is accountable for engineering realization, lifecycle management, modernization, optimization, and long-term platform health. The portfolio includes Global HR, Global Legal, Global Security & Privacy, and Global Communications & Public Affairs, with a primary focus on the enterprise HR technology landscape. The position reports to the Executive Director, Enterprise Platform Engineering and ensures platforms remain secure, scalable, resilient, supportable, and aligned with approved technology strategy, product roadmaps, target-state architecture, and enterprise standards. A major focus is leading engineering and platform efforts to modernize the enterprise HR technology landscape. The organization currently operates a legacy core HR platform alongside an established SAP SuccessFactors talent ecosystem integrated with platforms such as Eightfold. As the future-state HCM architecture is evaluated, the Technical Director provides engineering expertise to inform platform evaluation and technology direction and guides realization of the selected solution. The role is the senior Platform Engineering authority during evaluation, contributing input on suitability, architecture, scalability, implementation feasibility, integrations, security, data requirements, and long-term sustainability. Relevant experience includes enterprise HCM platforms such as SAP SuccessFactors, Workday, Oracle Cloud HCM, or comparable platforms, and complex global HCM transformations, implementations, integrations, and migrations. Throughout modernization, the Technical Director maintains accountability for the health, stability, lifecycle, and engineering outcomes of the existing HR landscape while leading platform engineering through implementation and transition. The role leads Enterprise Platform Engineering's engagement with System Integrators, Enterprise Business Services, and strategic technology partners, with accountability for engineering quality, technical outcomes, production readiness, knowledge transfer, and sustainability. It balances operational continuity with modernization and oversees migration, data transition, integration readiness, security and controls, engineering governance, and production acceptance. Beyond HR, the role owns platforms supporting Global Legal, Global Security & Privacy, and Global Communications & Public Affairs. It partners with Process Technology Leaders, Product leaders, Capability Design, Enterprise Product Design Engineering, Enterprise Architecture, Cyber Security, Operations & Infrastructure, EBS, and strategic partners to turn approved business capabilities and solution designs into scalable engineering solutions and coordinated platform realization plans. The role also builds engineering capability, partner models, governance, and platform disciplines to support current platforms and future modernization.

Requirements

Bachelor's degree or equivalent experience in Computer Science, Engineering, Information Technology, Business, Human Resources Technology, or a related field.
At least 8 years of progressive experience in enterprise application engineering, HR technology, HCM platforms, platform engineering, or technology delivery within complex global organizations.
Demonstrated leadership owning or governing enterprise HR technology platforms supporting complex global HR capabilities.
Deep experience with one or more enterprise HCM platforms such as SAP SuccessFactors, Workday, Oracle Cloud HCM, or comparable solutions, including cloud HCM architecture, lifecycle management, security, extensibility, integration, and implementation considerations.
Strong understanding of enterprise HR capabilities, including Core HR, talent management, recruiting, onboarding, performance, compensation, succession, learning, workforce management, and employee lifecycle processes.
Experience supporting large, geographically distributed organizations with significant regulatory, privacy, security, data, and integration requirements.
Technology or platform engineering leadership in at least one major end-to-end enterprise HCM implementation, modernization, or transformation.
Experience transitioning from legacy or highly customized HR platforms to modern SaaS HCM solutions, including migration planning, data transition, integrations, testing, deployment, production acceptance, and operational transition.
Experience partnering with major System Integrators during enterprise HCM implementations and maintaining accountability for engineering quality, technical outcomes, architecture alignment, readiness, knowledge transfer, and sustainability.
Experience serving as senior Platform Engineering authority during HCM platform evaluations.
Strong understanding of global HCM implementation, migration, integration, testing, release management, security, controls, privacy, and operational readiness.
Experience balancing legacy HR platform stability and lifecycle requirements with implementation and transition to a future-state HCM environment.
Experience establishing platform engineering governance, lifecycle and release management, environment strategy, engineering standards, platform health measures, and long-term operating models.
Ability to govern engineering realization across EBS, System Integrators, strategic partners, and cross-functional engineering teams.
Strong understanding of enterprise SaaS architecture, APIs, integration patterns, identity and access management, cloud technologies, security, privacy, SDLC, Agile delivery, DevSecOps, and modern engineering practices.
Experience governing complex HCM ecosystems and dependencies involving payroll, identity, Finance, talent, workforce management, data and analytics, and other enterprise platforms.
Ability to balance modernization, engineering quality, operational stability, security, privacy, risk, production readiness, and sustainability.
Experience establishing operating models, governance mechanisms, partner accountability, decision rights, and escalation processes in federated delivery environments.
Ability to develop platform understanding across diverse enterprise SaaS and business application portfolios and apply consistent governance, lifecycle management, platform health, and modernization practices.
Experience managing dependencies, engineering sequencing, technical risks, and capacity across multiple platforms or technology domains.
Experience driving platform optimization, technology rationalization, SaaS utilization management, automation, AI-enabled capabilities, technical-debt reduction, lifecycle management, or continuous improvement.
Strong understanding of SaaS vendor ecosystems, release models, platform utilization, licensing, technical obsolescence, and technology lifecycle management.
Demonstrated success leading complex global platform engineering organizations and providing technology leadership for major enterprise transformations.
Strong executive communication, stakeholder management, organizational influence, negotiation, and decision-making skills, including communicating complex technology issues to technical and non-technical audiences.
Ability to lead through ambiguity and modernization while maintaining accountability for existing platform health and future-state outcomes.
Ability to build engineering capabilities, develop leaders, support succession planning, and establish sustainable knowledge transfer from implementation partners.

Nice To Haves

Experience with SAP SuccessFactors is particularly relevant; experience with Core HR and/or Talent capabilities is highly desirable.
Experience with talent intelligence and workforce platforms such as Eightfold.
Familiarity with SAP Business Technology Platform (BTP), SAP integration and extensibility capabilities, or comparable cloud platform technologies.
Experience providing platform leadership across Corporate Technology applications beyond HR; experience in Legal, Security & Privacy, Communications & Public Affairs, or other corporate functions is beneficial but not required.

Responsibilities

Own the engineering and lifecycle roadmap, modernization initiatives, and long-term evolution of enterprise HR and Corporate Technology platforms.
Serve as senior Platform Engineering authority during HCM platform evaluation, assessing platform suitability, architecture, scalability, configurability, extensibility, feasibility, integration, security, data requirements, release models, and sustainability.
Translate approved business capabilities, solution designs, and product roadmaps into coordinated platform engineering and realization plans with business, product, design, and architecture partners.
Develop platform lifecycle and modernization plans that balance business priorities, sustainability, security, operational continuity, platform health, and future-state objectives.
Maintain the stability, reliability, supportability, lifecycle management, and investment of the existing HR technology landscape during modernization.
Provide strategic stewardship for the SAP SuccessFactors talent ecosystem and related technologies, including Eightfold.
Own lifecycle and platform engineering leadership for Corporate Technology platforms supporting Global Legal, Global Security & Privacy, and Global Communications & Public Affairs.
Establish consistent platform engineering and lifecycle practices for modernization, technical debt, resiliency, security, supportability, and sustainability.
Govern engineering realization from build through production acceptance across EBS, System Integrators, technology partners, and Enterprise Platform Engineering.
Lead platform engineering throughout major HCM implementations, providing technical direction, governance, oversight, quality assurance, and platform decision-making within approved business and architecture direction.
Lead engagement with System Integrators and strategic partners; ensure engineering quality, architecture alignment, delivery accountability, knowledge transfer, operational readiness, and sustainability.
Lead engineering for migration from legacy HR technology to the future-state HCM environment, including migration strategy, data transition, integrations, cutover readiness, production acceptance, and operational transition.
Establish the future-state HCM engineering operating model, including governance, release and lifecycle management, technical standards, enhancement delivery, optimization, and partnership with EBS.
Establish accountability for platform health, performance, reliability, scalability, supportability, security, environment strategy, release readiness, and operational readiness.
Optimize platform utilization, environments, SaaS capabilities, technical debt, data lifecycle, engineering efficiency, automation, licensing utilization, and sustainability.
Manage platform risks, dependencies, implementation challenges, and lifecycle concerns; escalate issues that could compromise solution designs, architecture, security, controls, stability, or sustainability.
Establish engineering operating models, governance, decision rights, and escalation mechanisms across engineering teams, EBS, System Integrators, and strategic partners.
Partner across Process Technology, Product, Capability Design, Enterprise Architecture, Security, Operations, and engineering organizations to realize secure, scalable, resilient, sustainable platforms.
Ensure engineering solutions align with enterprise architecture standards, technology principles, security requirements, and engineering patterns.
Work with Cyber Security, Privacy, Operations & Infrastructure, EBS, and partners to meet security, privacy, controls, resiliency, and operational requirements for sensitive employee information.
Ensure the HR ecosystem operates effectively with talent, identity, payroll, Finance, data and analytics, and other dependent platforms.
Coordinate across HR, Corporate Technology, architecture, engineering, operations, security, EBS, System Integrators, and strategic partners to resolve dependencies, risks, and implementation challenges.
Manage cross-platform dependencies, engineering sequencing, capacity, and technical risks across HR, Legal, Security & Privacy, Communications & Public Affairs, and adjacent capabilities.
Balance modernization velocity with stability, operational continuity, security, employee experience, and successful production transition.
Lead engineering capability across HR and Corporate Technology, establishing accountability for quality, platform health, modernization, and sustainability.
Lead EBS, System Integrators, strategic partners, and internal engineering resources through clear governance, technical leadership, delivery accountability, and organizational alignment.
Champion modern engineering practices, automation, AI-enabled engineering, reusable assets, and continuous improvement.
Establish knowledge transfer and capability building during HCM implementation so Enterprise Platform Engineering can govern and evolve the future-state platform.
Build and evolve the HR and Corporate Technology engineering capability, including skills, leadership structure, succession pipeline, and operating model.
Develop engineering talent through mentoring, technical leadership, succession planning, knowledge sharing, and continuous learning.
Promote documentation, standards, operational readiness, and institutional knowledge to sustain platforms throughout their lifecycle.

Benefits

Eligible for participation in a competitive bonus program, with possibility for overachievement based on performance and company results.
Eligible for participation in the share incentive plan.
Health insurance coverage, including medical, dental, and vision insurance.
Wellness and family support programs.
Life and disability insurance.
Retirement savings plans.
Paid leave programs.
Education-related programs.
Paid holidays and vacation time.
Some benefits are subsidized or fully paid by the company.