Talent Acquisition Technology Architect

Job Description Overview The Talent Acquisition Technology Architect is accountable for the end-to-end technical architecture, product experience, and performance measurement of BD’s Talent Acquisition technology ecosystem. This role partners with TA, HR, IT, People Analytics, Finance, and key vendors to ensure BD’s TA tech stack is scalable, integrated, secure, and delivers measurable improvements in hiring outcomes and user experience for all TA personas (candidates, recruiters, hiring managers, TA leaders, HRBPs, interviewers, and onboarding stakeholders). The architect will evaluate and optimize the current TA tool landscape, benchmark BD capabilities against best-in-class market practices, quantify the impact of technology on TA outcomes, and bring forward prioritized technology proposals that solve business challenges and reduce operational friction. The ideal candidate combines deep TA process expertise with enterprise architecture skill, data/analytics fluency, and a strong product mindset focused on user-centered design. Key Responsibilities Own and maintain the architecture blueprint for BD’s TA technology ecosystem (e.g., ATS, CRM, sourcing, assessments, scheduling, background screening, onboarding handoffs, offer management, talent intelligence, hiring manager tools, analytics). Lead the design and ongoing optimization of integration patterns, data flows, and system interoperability, ensuring consistency, reliability, and scalability. Identify technical debt and drive remediation plans that reduce complexity and improve data quality, performance, and maintainability. Drive a persona‑based experience strategy and drive user adoption across TA workflows to reduce friction and improve adoption for hiring managers, recruiters, candidates, and interviewers. Translate user pain points into product requirements, workflow redesigns, and configuration/integration changes that measurably improve speed, quality, and satisfaction. Partner with TA and Change Management to deliver clear, role‑based experiences—including embedded guidance, simplified data entry, and streamlined approvals. Benchmark BD’s TA capabilities against best‑in‑class external practices and vendor capabilities, including competitive and peer comparisons. Conduct structured evaluations (e.g., capability mapping, gap analyses, vendor assessments, proof‑of‑concepts) and document recommendations with clear tradeoffs. Maintain a point of view on emerging TA technologies (AI‑enabled matching, skills inference, automation, candidate engagement, interview intelligence, marketplace solutions) and their applicability to BD. Define and operationalize a TA technology value framework to measure how the stack impacts business outcomes, both quantitatively and qualitatively. Track benefits realization post‑implementation and drive continuous improvements based on data. Create and manage a prioritized TA technology roadmap aligned to BD strategy, capacity, and governance. Lead cross‑functional delivery squads (internal and vendor) through discovery, design, build, test, deployment, adoption, and stabilization. Coordinate all aspects of testing including creating testing strategies, test plans and scenarios, assigning test scenarios and measuring successful testing outcomes. Required Qualifications Bachelor’s degree in Computer Science, Information Systems, HRIS, Business, or related field 8+ years of progressive experience in HR technology, enterprise architecture, product management, or HRIS—with significant focus in Talent Acquisition technologies. Demonstrated ability to architect and optimize complex multi‑vendor ecosystems, integrations, and data flows. Deep knowledge of TA processes: workforce demand intake, requisition creation, approvals, sourcing, assessment, interview scheduling, offer management, onboarding handoffs, compliance, and reporting. Strong analytics fluency: ability to define metrics, partner with analytics teams, interpret insights, and translate into business actions. Proven experience influencing senior stakeholders and building business cases that connect technology investments to measurable outcomes. Proven experience in Workday, HiredScore and Paradox. Preferred Qualifications Experience in regulated or complex global enterprises; familiarity with privacy and compliance standards applicable to recruiting data. Experience with modern integration technologies (iPaaS, APIs, event‑driven patterns), data governance frameworks, and identity/access controls. Experience with human‑centered design practices, journey mapping, and experience measurement (candidate and hiring manager experience). Exposure to AI/automation use cases in TA (matching, screening, candidate communication, workflow automation, insights) and responsible AI practices. Relevant certifications (e.g., TOGAF, SAFe, product management, UX, Workday/ATS certifications) are a plus. Benefits Annual Bonus Standard LTI Health and Well‑being Benefits Medical coverage Health Savings Accounts Flexible Spending Accounts Dental coverage Vision coverage Hospital Care Insurance Critical Illness Insurance Accidental Injury Insurance Life and AD&D insurance Short‑term disability coverage Long‑term disability insurance Long‑term care with life insurance Anxiety management program Wellness incentives Sleep improvement program Diabetes management program Virtual physical therapy Emotional/mental health support programs Weight management programs Gastrointestinal health program Substance use management program Musculoskeletal surgery, cancer treatment, and bariatric surgery benefit BD 401(k) Plan BD Deferred Compensation and Restoration Plan 529 College Savings Plan Financial counseling Baxter Credit Union (BCU) Daily Pay College financial aid and application guidance Paid time off (PTO), including all required State leaves Educational assistance/tuition reimbursement MetLife Legal Plan Group auto and home insurance Pet insurance Commuter benefits Discounts on products and services Academic Achievement Scholarship Service Recognition Awards Employer matching donation Workplace accommodations Adoption assistance Backup day care and eldercare Support for neurodivergent adults, children, and caregivers Caregiving assistance for elderly and special needs individuals Employee Assistance Program (EAP) Paid Parental Leave Support for fertility, birthing, postpartum, and age‑related hormonal changes Bereavement leaves Military leave Personal leave Family and Medical Leave (FML) Jury and Witness Duty Leave Location USA, NJ - Franklin Lakes Work Environment For most roles, we require a minimum of 4 days of in‑office presence per week to maintain our culture of excellence and ensure smooth operations, while also recognizing the importance of flexibility and work‑life balance. Remote or field‑based positions will have different workplace arrangements which will be indicated in the job posting. COVID‑19 and Accommodations Employment is contingent upon the Company’s receipt of sufficient proof that you are fully vaccinated against COVID‑19. In some locations, testing for COVID‑19 may be available and/or required. Consistent with BD’s Workplace Accommodations Policy, requests for accommodation will be considered pursuant to applicable law. Becton, Dickinson and Company is an Equal Opportunity Employer. We evaluate applicants without regard to race, color, religion, age, sex, creed, national origin, ancestry, citizenship status, marital or domestic or civil union status, familial status, affectional or sexual orientation, gender identity or expression, genetics, disability, military eligibility or veteran status, and other legally protected characteristics. #J-18808-Ljbffr Becton Dickinson