Director, Enterprise Technology Architecture

Overview

Reporting to the AVP, Enterprise Infrastructure and Operations The Director, Enterprise Technology Architecture, leads the development and adoption of DFCI’s technology governance framework. The role sets the strategic direction for technology investments and their integration across the enterprise technology landscape. This position ensures technology initiatives align with business goals, regulatory requirements, and healthcare transformation priorities. The Director collaborates with IT and business leaders to establish standards, improve efficiency, drive value, and foster innovation across clinical, research, finance, supply chain, and operations. This role is critical to advancing DFCI’s unified, patient-centric digital ecosystem and supporting the planned expansion of its oncology-focused inpatient hospital in Boston.

Located in Boston and the surrounding communities, Dana-Farber Cancer Institute is a leader in life changing breakthroughs in cancer research and patient care. We are united in our mission of conquering cancer, HIV/AIDS, and related diseases. We strive to create an inclusive, diverse, and equitable environment where we provide compassionate and comprehensive care to patients of all backgrounds, and design programs to promote public health particularly among high-risk and underserved populations. We conduct groundbreaking research that advances treatment, we educate tomorrow's physician/researchers, and we work with amazing partners, including other Harvard Medical School-affiliated hospitals.

Primary Duties and Responsibilities:

Governance & Policy Framework

• Lead the development, implementation, and continuous improvement of the IT governance framework, including governance committees and architecture review processes.
• Design, maintain, and oversee enterprise-wide IT policies, standards, and procedures across integration, security, access, data management, and system lifecycle domains. Define governance cycles and ensure decisions are transparent, auditable, roadmap-aligned, and compliant with internal requirements and external standards in partnership with Cybersecurity and Compliance teams.

Team Leadership

• Partner with IT leadership, clinical stakeholders, and business leaders to establish enterprise standards, architectural principles, and governance processes that drive operational efficiency and innovation.
• Direct a diverse team consisting of architects, technical analysts, contractors, and external consultants fostering a culture of service excellence, accountability, and continuous improvement. Manage resource allocation, project budgets, and Opex spend as applicable.
• Supervises staff. Hires, develops, and manages staff to achieve organizational goals. Sets clear expectations, delivers feedback, and monitors performance for quality, efficiency, and compliance with policies and procedures. Mentors staff, fosters career growth, and cultivates a positive and productive work environment.

Modernization

• Ensure visibility for all leadership on new technology investments, their value to the institute, timelines, and resources to ensure transparency, avoiding duplicate efforts or spending.
• Create phased decommissioning plans for technical debt (outdated servers or siloed databases) that pose a risk to the organization's uptime.
• Evaluate and provide technical oversight for major medical device projects such as integrations, patient room platforms, BANs (body area networks), mobile devices, smart sensors, VDIs, and telehealth technology, and related digital transformation efforts that support DFCI’s future cancer hospital.

Vendor Management

• Collaborate with vendors to facilitate demos, RFIs, and RFPs in partnership with Procurement/Supply Chain, Finance, HR, and IT teams regarding new technology investments.
• Partner with business leaders, IT teams, and vendors to ensure alignment of enterprise architecture with organizational strategy and objectives. Monitor and enforce compliance with vendors via internal policies, industry regulations, and security standards. Identify and mitigate risks associated with technology architecture.

Performance, Change Management, and Communication

• Establish and monitor governance metrics and KPIs to evaluate enterprise architecture effectiveness, support continuous improvement, and ensure standards remain relevant and robust.
• Develop, maintain, and communicate clear architecture standards, processes, decisions, and regulatory updates to stakeholders across IT and the business.Lead training, guidance, and change management efforts to promote adoption of governance principles, compliance, and architectural excellence with minimal disruption.

Strategic Alignment & Continuous Improvement

• Align enterprise architecture initiatives with DFCI’s IT Strategic Goals—operational efficiency, scalability, innovation, and compliance. Define and track metrics and KPIs to measure architectural maturity, integration efficiency, and governance compliance.
• Continuously assess and optimize architecture components through a structured Assess → Design → Implement → Govern → Optimize cycle.

Knowledge, Skills and Abilities:

• Deep understanding of enterprise integration patterns, data architecture, workflow orchestration, and business process modeling.
• Excellent strategic leadership, communication, and stakeholder management skills.
• Exceptional collaboration and influencing skills across technical and business stakeholders.
• Strong analytical and problem-solving skills, with the ability to translate technical jargon into business user terminology.
• Proven ability to translate business strategy into executable technology roadmaps.
• Ability to analyze complex business and technical requirements and translate them into actionable governance policies.
• Proficient in architecture planning and platforms such as LeanIX or Ardoq.
• Demonstrated ability to lead cross-functional governance committees.
• Strong working knowledge of enterprise systems (ERP, HCM, MDM) and cloud technologies.

Minimum Job Qualifications:

• Minimum of 8 years’ experience in IT architecture and governance, with significant focus on core systems (Network, Compute/Hosting/Storage, Endpoints, Operating Systems, IoTs, and various healthcare applications) required.
• 12+ experience in IT architecture and governance, with significant focus on core systems (Network, Compute/Hosting/Storage, Endpoints, Operating Systems, IoTs, and various healthcare applications) preferred.
• Experience with healthcare organizations such as hospitals, life sciences, pharmaceuticals, medical devices, or innovation-driven organizations required.
• Experience with regulatory compliance and risk management in IT environments required.
• Experience architecting and implementing enterprise frameworks that integrate processes, applications, and data required.

License/Certification/Registration Required: TOGAF, ITIL, COBIT, AWS or Azure Architect preferred.

Supervisory Responsibilities: Supervise the Principal Architect, Enterprise Technology, Senior Architect, Enterprise Technology, and Solution Architect, Enterprise Technology

Patient Contact: None

At Dana-Farber Cancer Institute, we work every day to create an innovative, caring, and inclusive environment where every patient, family, and staff member feels they belong. As relentless as we are in our mission to reduce the burden of cancer for all, we are committed to having faculty and staff who offer multifaceted experiences. Cancer knows no boundaries and when it comes to hiring the most dedicated and compassionate professionals, neither do we. If working in this kind of organization inspires you, we encourage you to apply.

Dana-Farber Cancer Institute is an equal opportunity employer and affirms the right of every qualified applicant to receive consideration for employment without regard to race, color, religion, sex, gender identity or expression, national origin, sexual orientation, genetic information, disability, age, ancestry, military service, protected veteran status, or other characteristics protected by law.  

Pay Transparency Statement

The hiring range is based on market pay structures, with individual salaries determined by factors such as business needs, market conditions, internal equity, and based on the candidate’s relevant experience, skills and qualifications.

For union positions, the pay range is determined by the Collective Bargaining Agreement (CBA).