Director, People Technology Architecture

Description

About Alvarez & Marsal

Alvarez & Marsal (A&M) is a global consulting firm with entrepreneurial, action and results-oriented professionals. We take a hands-on approach to solving our clients' problems and assisting them in reaching their potential. Our culture celebrates independent thinkers and doers who positively impact our clients and shape our industry. The collaborative environment and engaging work—guided by A&M's core values of Integrity, Quality, Objectivity, Fun, Personal Reward, and Inclusive Diversity—are why our people love working at A&M.

The Team

The Director, People Technology Architecture will be responsible for owning the Workday platform architecture and technical roadmap at Alvarez & Marsal. As a global, Workday-first organization with an active and expanding footprint - including a data warehouse build, enterprise integrations, emerging AI initiatives, and a deliberate strategy to consolidate fragmented HR tools into Workday as the single source of truth - the function is at an inflection point and needs a senior technical leader to define how the platform scales.

A&M operates across multiple geographies with a growing international presence. This role is central to the firm’s long‑term strategy to rationalize the people technology landscape - leveraging Workday’s full capabilities to reduce tool sprawl, streamline processes, and establish a clean, scalable, and globally consistent architecture.

This position is a player‑coach: hands‑on in design and delivery while building and leading a growing architecture practice. This role reports directly to the Global People Technology Leader.

How you will contribute

• Owns end‑to‑end Workday platform architecture across all active modules and drives standards for configuration, design, and governance across the People Tech function - built for scale from the start.
• Leads architectural design for new module rollouts and platform expansions including Workday Extend, Orchestrate, Prism, and Build technologies.
• Serves as the technical authority and escalation point for complex cross‑module design decisions.
• Establishes architectural documentation standards, design review processes, and runbooks that reduce technical debt, eliminate single points of failure, and reduce contractor dependency.
• Designs Workday architecture with global scale as a first principle - ensuring configuration, security, business processes, and integrations are built to support new geographies, entities, and workforce segments without re‑architecture, with governance frameworks that allow local variation while maintaining platform integrity.
• Leads the architectural strategy to rationalize and consolidate fragmented HR tools into Workday - systematically assessing the current landscape to identify tools that can be retired, replaced, or absorbed into native capabilities, and establishing Workday as the firm’s single source of truth for people data.
• Defines the consolidation roadmap in partnership with the Global People Technology Leader - sequencing migrations and retirements in a way that is practical, low‑risk, and aligned to business priorities.
• Partners with IT, Finance, and business stakeholders to build the business case for tool rationalization initiatives and drive alignment on consolidation decisions.
• Designs Workday architecture that proactively closes the gaps that currently require third‑party tools - leveraging Extend, Orchestrate, and emerging AI capabilities to deliver functionality natively where possible.
• Ensures data consistency and integrity as systems are consolidated - defining migration patterns, data validation standards, and cutover approaches that protect data quality throughout.
• Defines and owns the People Technology roadmap across Workday and adjacent platforms, aligned to A&M’s global growth strategy and platform consolidation objectives.
• Leads evaluation and adoption of emerging Workday capabilities - Agentic AI, Extend, Prism, Orchestrate, and Build - scoping use cases, designing pilots, and translating them into sequenced roadmap items that reduce dependency on external tools.
• Partners with the People Data, Analytics and Reporting (PDAR) team on the enterprise data warehouse initiative to ensure Workday data representation, pipeline architecture, and people data governance are designed correctly from the start.
• Owns integration architecture across Workday and key enterprise systems including SAP, ADP Global Payroll, and the enterprise data warehouse - designing for reliability, scalability, and global coverage.
• Designs integration patterns, orchestration standards, and governance frameworks that enable scale and reduce fragility as the global footprint expands.
• Partners with the Integration Lead and integration developer team to ensure architecture translates to reliable, maintainable builds.
• Leads architectural decisions for net‑new integrations as scope expands to third‑party applications, global payroll providers, and international platforms.
• Architects integration solutions that support multi‑country operations, international data privacy requirements, and cross‑entity data flows as A&M’s global presence grows.
• Partners with regional HR and IT stakeholders to translate local requirements into scalable global architecture decisions, and leads multi‑country Workday expansion initiatives - including international HCM, global payroll, and cross‑border data flows.
• Builds architecture that anticipates growth: designs today’s solutions with tomorrow’s scale in mind, avoiding short‑term configurations that create long‑term technical debt.
• Hires and onboards senior team members and defines the architecture practice operating model.
• Mentors HRIS Analysts and Integration Developers - building technical depth across the function beyond the architecture lane.
• Acts as primary technical partner to the Global People Technology Leader, Director HRIS, and PDAR Leader on all architectural decisions.
• Represents People Technology in enterprise initiatives - data warehouse, SAP rollout, ADP Payroll, and global expansion programs.
• Translates complex technical architecture into clear narratives for business stakeholders and executive sponsors.
• Maintains active engagement in the Workday Community including release reviews, forums, and emerging capability brainstorms.

Qualifications

• 10+ years of experience in Workday configuration, architecture, or platform leadership; depth of experience matters more than tenure.
• Demonstrated end‑to‑end Workday platform expertise across multiple modules; HCM core, Payroll, and Integrations required; Extend, Prism, or Orchestrate strongly preferred.
• Proven experience designing and governing integration architecture at enterprise scale using Workday Studio, EIB, Core Connectors, and REST/SOAP APIs.
• Track record of owning a technology roadmap — translating business strategy into platform decisions with clear sequencing and trade‑offs.
• Demonstrated experience leading HR technology consolidation or tool rationalization initiatives - reducing point solutions and driving toward a unified platform architecture.
• Experience with global or multi‑country Workday implementations; understanding of international HCM, global payroll architecture, and cross‑border data considerations required.
• Hands‑on experience with Workday AI or automation capabilities, or demonstrated ability to rapidly build expertise in emerging platform features.
• Player‑coach orientation: comfortable delivering hands‑on technical work while leading and growing a team.
• Strong communication skills - able to simplify complexity for non‑technical stakeholders without losing precision.
• Experience influencing cross‑functional partners (Finance, IT, Payroll, HR) without direct authority.
• Experience in a complex, matrixed, professional services or consulting environment preferred.
• Workday Pro certification or equivalent deep functional certification preferred.
• Bachelor’s degree in Computer Science, Information Systems, HR Technology, or related field preferred.]

Your journey at A&M

We recognize that our people are the driving force behind our success, which is why we prioritize an employee experience that fosters each person’s unique professional and personal development. Our robust performance development process promotes continuous learning, rewards your contributions, and fosters a culture of meritocracy. With top‑notch training and on‑the‑job learning opportunities, you can acquire new skills and advance your career.

We prioritize your well‑being, providing benefits and resources to support you on your personal journey. Our people consistently highlight the growth opportunities, our unique, entrepreneurial culture, and the fun we have together as their favorite aspects of working at A&M. The possibilities are endless for high‑performing and passionate professionals.

Regular employees working 30 or more hours per week are also entitled to participate in Alvarez & Marsal Holdings’ fringe benefits consisting of healthcare plans, flexible spending and savings accounts, life, AD&D, and disability coverages at rates determined periodically as well as a 401(k) retirement savings plan. Provided the eligibility requirements are met, employees will also receive an annual discretionary contribution to their 401(k) retirement savings plan from Alvarez & Marsal. Additionally, employees are eligible for paid time off including vacation, personal days, seventy‑two (72) hours of sick time (prorated for part time employees), ten federal holidays, one floating holiday, and parental leave. The amount of vacation and personal days available varies based on tenure and role type. Clickherefor more information regarding A&M’s benefits programs.

Thesalaryrange is $190,000- $210,000annually, dependent on several variables including but not limited to education, experience, skills, and geography. In addition, A&M offers a discretionary bonus program which is based on a number of factors, including individual and firm performance. Please ask your recruiter for details.