Staff HR Technology Architect

OpenGov Inc.; Pune District; On-site; INR 4,500,000 - 6,500,000; Full time

Job summary

OpenGov seeks a Staff HR Technology Architect in Pune to lead architecture, integration design, and the long-term direction of HR systems across the employee lifecycle. Based in Pune, you will define the technical vision for Workday and the broader HR portfolio to support a global US-India workforce.

You will combine hands-on delivery with architectural leadership, delivering complex integrations, governance, and security while mentoring admins and partnering with HR Ops, Payroll, Talent

Qualifications

• Bachelor’s degree or equivalent experience.
• 10+ years of HR technology/HRIS experience with architecture/ senior IC roles.
• Demonstrated technical authority influencing stakeholders.
• Deep Workday expertise across Absence, Benefits, Core HCM, Payroll, Recruiting, Reporting, Security, Talent, Time Tracking.

Responsibilities

• Set technical direction for HR technology and influence decisions.
• Translate business strategy into a coherent systems strategy.
• Act as a trusted technical advisor to leadership on investments.
• Provide dotted-line leadership and mentorship to HR admins; lead virtual teams.

Skills

Workday expert

HRIS architecture

Integration design

Data governance

Security & privacy

Leadership (dot line)

Education

Bachelor’s degree

Workday certifications

Tools

Workday Studio

EIB

Snowflake

iPaaS (Workato)

Core Connectors

Job description

The Staff HR Technology Architect is the senior technical authority for OpenGov’s HR technology ecosystem, responsible for the architecture, integration design, and long-term technical direction of the systems that manage employee data across the entire employee lifecycle. Based in Pune and reporting to the Director of Enterprise Applications and Engineering, this individual-contributor role sets the technical vision for the Workday platform and the broader HR application portfolio, ensuring the ecosystem is scalable, secure, compliant, and aligned to the needs of a global workforce across the US and India.

We are looking for a seasoned architect with deep domain and technical expertise across the Workday platform and the adjacent, integrated systems that make up the HR technology ecosystem — spanning payroll, benefits, talent management, talent acquisition, onboarding and offboarding, employee engagement, compliance, and HR operations. This is a hands-on, staff-level individual contributor with a dotted-line leadership mandate: no direct reports, but expected to guide and mentor HR application administrators, lead virtual teams on major initiatives, and influence the direction both technical and business teams take with HR technology. While the role is primarily architecture and design, it also carries hands-on technical delivery — the architect personally builds and delivers the most complex or high-risk integrations, configurations, and reports. The architect owns integration architecture and the HR data model end to end across best-of-breed systems, partners with the Manager, HR Technology on delivery, and serves as the design authority on data governance, security, and emerging AI and automation across the stack.

Responsibilities:

Technical Architecture & Systems Design

• Set the technical direction for HR technology and influence the decisions both technical and business teams make when adopting or changing technology.
• Partner with HR Operations, Payroll, Benefits, Talent Acquisition, Talent Management, HR Business Partners, IT, and Workplace leaders to translate business strategy into a coherent systems strategy.
• Act as a trusted technical advisor to leadership, framing trade-offs, risks, and options for major HR technology investments and platform decisions.
• Provide dotted-line technical leadership and mentorship to HR application administrators; lead virtual and matrixed teams on large initiatives and build technical depth and backup coverage across critical domains.

Technical Strategy & Influence

• Set the technical direction for HR technology and influence the decisions both technical and business teams make when adopting or changing technology.
• Partner with HR Operations, Payroll, Benefits, Talent Acquisition, Talent Management, HR Business Partners, IT, and Workplace leaders to translate business strategy into a coherent systems strategy.
• Act as a trusted technical advisor to leadership, framing trade-offs, risks, and options for major HR technology investments and platform decisions.
• Provide dotted-line technical leadership and mentorship to HR application administrators; lead virtual and matrixed teams on large initiatives and build technical depth and backup coverage across critical domains.

Data Governance, Security & AI

• Serve as the design authority for HR data governance, privacy, and security — defining data structures, access models, and controls across the US and India.
• Establish standards for HR data quality, master data, and reporting and analytics that feed data-warehouse and BI platforms (e.g., Snowflake).
• Identify and pilot opportunities to apply automation and AI within the HR technology stack, establishing responsible-use and data-handling guardrails.
• Ensure the architecture supports compliance requirements across geographies (audits, policy acknowledgements, and mandatory training) and evolving data-privacy regulations.
• Lead complex, cross-functional HR technology projects end to end from an architecture and design standpoint — shaping solutions, reviewing designs, and guiding delivery teams.
• Stay hands-on with technical delivery — personally building and delivering the most complex or high-risk configurations, integrations, and reports rather than limiting the role to design and oversight.
• Partner with the Manager, HR Technology and the administration team to translate architecture into configuration, and maintain documentation of architecture, standards, and system specifications.
• Manage strategic third-party vendor and implementation-partner relationships from a technical and architecture perspective.
• Stay current on Workday releases, HR technology trends, and best practices; exhibit sound judgment, discretion, and confidentiality in handling sensitive employee data.

Requirements and Preferred Experience:

• Bachelor’s degree or equivalent experience required.
• 10+ years of progressive HR technology / HRIS functional and technical experience, including significant time in an architecture, principal, or senior technical individual-contributor capacity.
• Demonstrated experience as a technical authority who sets direction and influences both technical and business stakeholders — this is a senior individual-contributor role, not an entry-level or first architecture role.
• Deep, hands-on expertise in a core HRIS — Workday strongly preferred — across the full module stack (Absence, Benefits, Compensation, Core HCM, Payroll, Recruiting, Reporting, Security, Talent, Time Tracking), including advanced configuration and the business process framework.
• Hands-on experience across a multi-platform HR technology ecosystem — not limited to a single HRIS — including payroll (e.g., ADP), applicant tracking (Ashby preferred), employee engagement (CultureAmp preferred), SSO/identity, and compliance/training platforms.
• Strong Workday integration expertise (EIB, Core Connectors, Studio, and web services/APIs) and proven experience designing enterprise integration architectures, including iPaaS/integration platforms (e.g., Workato).
• Expertise in HR data modeling, data governance, and how HRIS data flows into downstream data-warehouse and BI systems (e.g., Snowflake).
• Experience with data-warehousing tools (e.g., Snowflake) and iPaaS/integration platforms (e.g., Workato).
• Willingness and ability to perform hands-on technical delivery — configuration, integration development, and reporting — in addition to architecture, design, and oversight; this is not a design-only role.
• Broad domain expertise across payroll, benefits, talent management, talent acquisition, onboarding/offboarding, employee engagement, and general HR operations.
• Experience supporting HR systems across multiple geographies, ideally including both the US and India.
• Proficiency with Workday report writing and complex calculated fields.
• Experience with an applicant tracking system (Ashby preferred) and an employee engagement survey platform (CultureAmp preferred).
• Demonstrated ability to mentor administrators and provide dotted-line technical leadership without formal reporting authority.
• Strong understanding of HR compliance, data privacy, and security considerations across regions.
• Exposure to automation and AI applications within HR technology a plus.
• Familiarity with NetSuite or a comparable ERP, and how HRIS data integrates with it, a plus (nice to have).
• Excellent communication skills, able to influence and align technical and business stakeholders at all levels of a globally distributed organization.
• Workday certifications (e.g., Integrations, HCM, or Pro) preferred.
• Exhibits sound judgment, discretion, and confidentiality.