Workday Solution Architect

Computer Task Group, Inc • Hercules, CA

5d

About The Position

CTG is seeking a Workday Solution Architect for a client to lead an enterprise-level feasibility assessment of migrating from SAP SuccessFactors to Workday. The role evaluates business value, technical complexity, implementation risks and costs, and long-term strategic implications. It assesses the current HR technology landscape, including SuccessFactors modules, connected applications, business processes, integrations, data architecture, security, and reporting.

The architect will analyze functional fit between SuccessFactors and Workday capabilities, develop future-state architecture options, assess integration and third-party application impacts, and define strategies for data migration, governance, security, privacy, and regulatory compliance. The role also develops business cases, comparative cost and total-cost-of-ownership analyses, feasibility criteria, risk and dependency assessments, go/no-go recommendations, and a phased transformation roadmap.

The architect will recommend governance, testing, validation, change management, stakeholder engagement, and implementation assurance approaches; present findings and recommendations to HR, IT, Finance, and executive leadership; and provide technical leadership to HRIS teams, integration specialists, vendors, and system integrators throughout the assessment. The position is located in Hercules, California, and is an ongoing contract.

Requirements

• Deep expertise in Workday HCM, Talent Management, Compensation, Performance, Reporting, and Analytics.
• Strong hands-on knowledge of SAP SuccessFactors, including Employee Central, Compensation, Performance and Goals, Succession, Calibration, and Learning.
• Extensive enterprise integration architecture experience, including Workday integration tools, middleware platforms, REST/SOAP APIs, and third-party connectivity.
• Expertise in HR data migration, data quality management, historical data conversion, archival, and retention strategies.
• Strong understanding of enterprise application architecture, HR technology ecosystems, security, privacy, and regulatory compliance.
• Ability to develop business cases, evaluate technology investments, perform TCO analysis, and communicate complex technical findings as actionable business recommendations.
• Excellent analytical, problem-solving, communication, presentation, documentation, and executive stakeholder management skills.
• Strong vendor management, cross-functional collaboration, and technical leadership capabilities.
• 12 or more years of experience in HRIS, HR technology, enterprise applications, or digital transformation, including at least five years of Workday solution architecture experience.
• Proven experience with global, multi-country Workday HCM implementations, transformations, or migrations.
• Multiple full-cycle Workday implementations, preferably involving migrations from SAP SuccessFactors.
• Demonstrated experience assessing and integrating HR platforms with payroll, time and attendance, recruiting, onboarding, and other enterprise applications.
• Experience developing enterprise architecture strategies, migration roadmaps, implementation cost estimates, risk assessments, and executive-level recommendations.
• Experience evaluating enterprise security, privacy, regulatory compliance, and validated-system requirements, including 21 CFR Part 11 where applicable.
• Experience managing vendors and system integrators and facilitating discussions across HR, IT, Finance, and business leadership.
• Bachelor's degree in Computer Science, Information Technology, Human Resources, Business Administration, or a related field, or an equivalent combination of education and relevant experience.
• Excellent verbal and written English communication skills and the ability to interact professionally with a diverse group.

Nice To Haves

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

Responsibilities

• Lead an enterprise-level feasibility assessment of migrating from SAP SuccessFactors to Workday, evaluating business value, technical complexity, implementation risks, costs, and long-term strategic implications.
• Assess the current HR technology landscape, including SuccessFactors modules, connected applications, business processes, integrations, data architecture, security, and reporting.
• Conduct functional fit-gap analyses between existing SuccessFactors capabilities and Workday HCM, Talent Management, Compensation, Performance, and Reporting.
• Develop future-state solution architecture options, defining application boundaries, integration patterns, technology dependencies, and opportunities to streamline the HR technology ecosystem.
• Evaluate existing integrations and recommend which interfaces to retain, rebuild, or retire; define target integration strategies using Workday integration tools, middleware, APIs, and other enterprise technologies.
• Assess migration impacts on third-party applications, including payroll, time and attendance, recruiting, onboarding, and learning platforms.
• Develop data migration and governance strategies for employee data and historical records, including data quality, cleansing, archival, retention, reconciliation, and validation.
• Evaluate security, access controls, data privacy, GDPR, data residency, auditability, and regulatory compliance requirements, including computer system validation where applicable.
• Develop business cases and comparative analyses covering implementation costs, licensing, integration, ongoing support, resource requirements, timelines, risks, and five-year total cost of ownership.
• Establish feasibility criteria, weighted evaluation models, risk registers, dependency analyses, and evidence-based go/no-go recommendations.
• Create a phased transformation roadmap aligned with business priorities, contract renewal dates, critical operating periods, and other enterprise initiatives.
• Recommend program governance, testing, validation, change management, stakeholder engagement, and implementation assurance strategies.
• Present architecture options, business benefits, investment requirements, risks, and strategic recommendations to HR, IT, Finance, and executive leadership.
• Provide technical leadership and architectural guidance to internal HRIS teams, integration specialists, vendors, and system integrators throughout the assessment.
• Produce a current-state HR technology architecture and application inventory.
• Deliver a SuccessFactors-to-Workday functional fit-gap and feasibility assessment, integration inventory, target-state integration architecture, and third-party application impact assessment.
• Develop HR data migration, security, privacy, and compliance strategies and two to three target-state architecture options with associated trade-offs.
• Prepare comparative implementation cost, timeline, resource, risk, and five-year TCO analyses; a weighted evaluation model; a risk register; and an executive go/no-go recommendation.
• Deliver a phased transformation roadmap, proposed governance, testing, and change management approach, and an executive presentation outlining findings, strategic options, and the recommended path forward.

What This Job Offers

• Career Level: Senior