Architect Jobs

About The Position

Requirements

• 5+ years of experience in Talent, Learning, HR Strategy, or Organizational Effectiveness
• 3-5+ years designing and leading enterprise-wide or global onboarding / enablement programs
• Demonstrated experience driving cross-functional initiatives in complex, matrixed organizations
• Proven track record of influencing senior stakeholders without direct authority
• Experience leveraging HR technology, automation, and/or AI in talent programs
• You’ve built onboarding as a performance accelerator, not just a welcome experience
• You connect skills, performance, and workforce strategy — not just events and content
• You think in systems and design for scale
• You can diagnose friction quickly and redesign processes with speed
• You are comfortable presenting to and challenging senior leaders
• You balance strategy and execution — equally comfortable building the framework and operationalizing it
• You bring a strong global mindset and understand regional nuance
• You operate with urgency and accountability

Nice To Haves

• Experience in a high-growth SaaS or AI-driven technology company
• Background in change management methodologies (Prosci, Kotter, or similar)
• Experience integrating onboarding into Workday
• Exposure to skills intelligence platforms or workforce planning tools
• Experience building onboarding for first-time managers or leadership transitions
• Experience delivering instructor-led or live learning sessions (virtual or in-person)
• Certification or formal training in organizational design, learning design, or talent strategy
• Experience managing onboarding for a remote-first or distributed workforce

Responsibilities

• Design a global onboarding ecosystem aligned to business priorities and AI acceleration
• Translate the Genesys Way of Leading into clear expectations and behaviors from day one
• Create structured 30-60-90 day pathways tied to measurable performance outcomes
• Elevate onboarding from orientation to performance enablement
• Engineer a frictionless journey from offer acceptance through first-year integration
• Remove handoff breakdowns across Talent Acquisition, IT, HR, Finance, and the business
• Design moments that build clarity, confidence, and connection early
• Create a globally consistent yet locally adaptable experience
• Hold a relentless “new hire lens” and fix friction fast
• Integrate AI tools and automation into onboarding workflows
• Embed skills intelligence and data insights into ramp plans
• Partner with HR tech and People Analytics to drive personalization at scale
• Use data to predict ramp risks and proactively intervene
• Design distinct onboarding journeys for new and promoted managers
• Clarify leadership expectations and accountability from day one
• Equip managers to effectively onboard and develop their teams
• Reinforce a culture of performance, feedback, and talent growth
• Build scalable frameworks with clear ownership and accountability
• Operate confidently across regions and matrixed stakeholder
• Establish governance that balances consistency with flexibility
• Drive alignment without formal authority
• Navigate ambiguity and competing priorities
• Shape executive understanding of onboarding as a business lever
• Define KPIs tied to ramp time, engagement, internal mobility, retention, and manager effectiveness
• Build dashboards and executive-level reporting
• Continuously iterate based on data and feedback

Benefits

• Medical, Dental, and Vision Insurance.
• Telehealth coverage
• Flexible work schedules and work from home opportunities
• Development and career growth opportunities
• Open Time Off in addition to 10 paid holidays
• 401(k) matching program
• Adoption Assistance
• Fertility treatments