IT Principle Engineer- Workday Integrations

Top Skills’ Details
Required Experience:

8+ years leading the design, implementation, and lifecycle management of complex HR platforms and integrations in a global enterprise environment.

Platform Mastery: Expert-level knowledge of one or more core platforms-Workday (e.g., HCM, Absence, Compensation, Security, Reporting/Prism, EIB/Studio), Service Now HRSD (Case, Knowledge, Portal, Orchestration), Success Factors (Performance, Goals, Learning), and other systems and services-and how they are applied to HR service delivery and manager workflows.

HR Process Leadership: Deep expertise in HR processes across the supervisor lifecycle (organizational management, hiring/onboarding, mobility/changes, performance, compensation, leave, offboarding) with strong data quality and governance practices.

Architectural and Strategic Thinking: Proven ability to develop multi-year technology roadmaps that align with business priorities and deliver measurable improvements in cost, quality, speed, and experience.

Technical Mentorship and Leadership: Track record mentoring engineers, leading complex programs, and serving as the definitive subject matter expert for HR technology.

As a Principal Engineer for HR Technology, you will be a technical thought leader shaping the strategy that powers the client’s end-to-end supervisor lifecycle and hire-to-retire experience. You will be directly accountable for designing the digital backbone across Workday, Service Now HR Service Delivery, Success Factors, ADP, and SAP so managers and employees can complete critical actions quickly and confidently—from onboarding and job changes to performance, compensation, leave, and offboarding.

You will define the architectural vision and long-term roadmap for the Manager and Employee Experience, ensuring it is robust, compliant, and aligned with our experience ambitions. This role is for a seasoned expert who sets technical standards, mentors engineers, and drives the evolution of our HR technology ecosystem to deliver measurable business value and a world‑class employee experience.

This includes several strategic priorities:

• Employee Lifecycle Excellence:
  Simplify and standardize core HR processes across the hire-to-retire journey (onboarding, job changes, transfers, promotions, compensation, leave, and offboarding) to reduce cycle times and increase data integrity.
• Manager Enablement:
  Equip supervisors with intuitive tools, guided workflows, and insights that improve decision quality and reduce administrative burden.
• HR Service Delivery & Automation:
  Modernize case management, knowledge, and orchestration in Service Now to improve resolution speed, self‑service adoption, and employee satisfaction.
• Productivity & Data‑Driven Decisions:
  Improve operating margin by streamlining processes and integrations, enhancing data quality, and enabling actionable analytics for HR and business leaders.

• Architectural Leadership: Own the architectural roadmap for the client’s enterprise HR platforms (Workday, Service Now HRSD, Success Factors, SAP). Ensure scalability, resilience, and a consistent cross‑platform user experience for managers and employees.
• Experience Design & Process Optimization: Lead re‑engineering of critical HR processes (e.g., onboarding, job change/move, compensation cycles, performance reviews, leave of absence, terminations). Target improved cycle time, first‑day readiness, data integrity, and self‑service adoption.
• Technical Governance and Mentorship: Establish engineering standards and design patterns for HR integrations and configurations (e.g., Workday EIB/Studio, Service Now flow/orchestration, SAP interfaces). Serve as the technical escalation point and mentor, fostering a culture of engineering excellence.
• Global Integration Strategy: Define the integration strategy across Workday HCM, Success Factors (Training Plans), SAP (e.g., Cost Centers/Banking), and Service Now HRSD to create a seamless “digital thread” of the employee record. Emphasize event‑driven integrations, canonical data models, and strong MDM practices.
• Controls, Privacy & Compliance Strategy: Develop and oversee validation, privacy, access, and…