Field HR Product Architect

Sol; San Francisco (CA); Hybride; USD 200 000 - 250 000; Plein temps

Avantages offerts par ce poste

Medical, dental, and vision coverage

MentaI health support

401(k)

Untracked PTO and company holidays

Résumé du poste

Sol is redefining HR systems with an AI-native approach. We’re seeking an implementation lead to drive first customer go-lives, guiding design, data migration, and best practices for an innovative HR operating model.

You’ll work closely with the product and engineering teams to shape what the agent can do as you learn from live deployments. You’ll be on the frontline, ensuring on-time delivery and smooth handoffs, while advocating for scalable processes and customer success in a fast-growing

Qualifications

• Mid-to-senior HR Operations or HRIS experience with multiple implementations.
• Experience leading HRIS implementations at large organizations (1,000+ employees).
• Ability to assess org design impact and design decisions that endure through cycles.
• Comfortable saying no on scope and keeping projects on schedule.
• Strong written communication and translating implementation reality into actionable items.
• Interest in how AI can transform HR work and your own role.
• Ability to build playbooks iteratively while maintaining momentum.
• Bonus: built a job architecture from scratch or worked at a high-growth tech company.

Responsabilités

• Scope each engagement from pre-sales through first wave go-live.
• Keep go-lives fast by driving plans, decisions, blockers and escalations.
• Guide process design for Sol configurations, workflows, or agent context.
• Lead change management across HR, Finance, Legal, IT with exec comms and sign-off.
• Shape the product by feeding field learnings to product and engineering.
• Teach the agent by reviewing what it learns from engagements.
• Test new capabilities in practice before customer use.
• Hand off to FDE with testing, cutover and hypercare, then roll off.

Connaissances

HR Operations

HRIS Implementations

Workday

Stakeholder management

Project management

Description du poste

About Sol

Sol is an agentic HR system built for how work is changing. We're replacing the traditional HRIS with an AI-native foundation. We are built for change, designed to scale, and reimagined with AI from the ground up, so HR leaders get a clear view of their workforce instead of a system everyone works around. At Sol, we're guided by three things: people: we hire driven, humble people and build to amplify their potential and our customers'; imagination: we challenge assumptions about our industry and how software gets built, then move fast once we've decided; and durability: we sweat the details to build a company that is meant to last. Day to day, that shows up as a bias toward writing things down over meetings, async communication by default, and flexible hours that respect how differently everyone works. We try new things, kill what isn't working, and hold a high bar without the politics or ego that slow good decisions down. Sol was founded by leaders who spent decades building the modern HR category, and is backed by Sutter Hill Ventures and NEA. Our first customers go live in early 2027 and we need you to make them wildly successful.

THE ROLE

Implementing an HRIS today means months of workshops, spreadsheets, hand-built configuration, and testing, and most of what the company learned about itself leaves with the project team. Sol is built to change that. Our agent learns what a company is trying to achieve, guides it through the right questions, and infers what it can from existing systems and documents. People confirm and verify instead of handcrafting every setting, and the system keeps learning long after go-live. You'll lead our first customer go-lives, starting in early 2027. Your job is to make each customer successful: live on schedule, and working differently because you were there. You'll drive the implementation process and design, paired with a Forward Deployed Engineer on data migration and integrations, and advise customers on best practices and what a new HR operating model looks like when the system does more of the work. you're also an extension of the product team. You'll be one of Sol's first users, an expert on what it can do, and the person who brings what you learn from every customer back to product and engineering. What you learn also teaches Sol's agent: you'll shape what it asks, what it recommends, and which decisions it makes on its own. The role is a mix of strategy consulting, project management, hands-on configuration, product management, and product acceptance testing. You may know this kind of role as forward deployed, deployment strategist, or implementation lead. This role is hybrid: onsite 3 days in San Mateo to start and then San Francisco (we move next summer).

What You'll Do

• Scope each engagement. Starting in pre-sales, assess fit and go-live readiness honestly, and decide what's in the first wave, what follows, and what the customer drives themselves.
• Keep go-lives fast. Getting customers live in a fraction of the time other systems take is core to Sol's value. Run the plan, chase decisions, clear blockers, and escalated early when something threatens the date.
• Guide process design. Learn how work moves through the company today, including the steps outside any system, and decide the best form for each piece in Sol: configuration, a workflow, context for the agent, or left as is for now. Some customers need a light touch; others need an opinionated perspective.
• Lead change management. Align stakeholders across HR, Finance, Legal, and IT. Run exec comms, a steering cadence, UAT, and sign-off discipline so decisions stick.
• Shape the product. Work with product and engineering regularly on what you're seeing in the field, and help decide what we build and automate next.
• Teach the agent. Review what Sol's agent learns from each engagement, and help decide when it's ready to make a call on its own.
• Test before customers do. Use new capability as it's built, and validate it against what our customers need.
• Hand off cleanly. Partner with your FDE through testing, cutover, and hypercare, then roll off once the customer is stable and running on their own.

What We're Looking For

• Mid-to-senior HR Operations or HRIS experience, including leading HRIS implementations more than once. Ideally Workday or comparable (Dayforce, UKG, Oracle) at companies of 1,000+ employees.
• You've lived with the system after go-live, and you know which design decisions hold up through the next comp cycle or audit. An HR Ops background is preferred; consultants who led design are welcome too.
• You understand how org structure, jobs and positions, compensation, time and leave, and payroll and benefits data depend on each other.
• You're comfortable telling a stakeholder no on scope, and you can keep a project on time without losing the room.
• You write clearly, and you can turn messy implementation reality into something product and engineering can act on.
• You're excited about what AI does to this work, including the parts of your own job it will take over.
• You're high agency and comfortable building the playbook as you go.
• Bonus: you've built a job architecture from scratch, or worked at a high-growth tech company or early-stage startup.

WHY NOW

We're early. Our first customers go live in early 2027, and how those go-lives run will set the model for every customer after them. This is the chance to fix the implementation you always wished you'd had, from the vendor side, with the product team listening. Real ownership from the first week, and a short path to a decision when you need one.

Compensation And Benefits

• Base range: $200,000-$250,000 and significant early-stage equity
• Medical, dental and vision coverage
• Mental health support (Talkspace), fertility care (Kindbody) and primary care access (Teladoc, One Medical)
• FSA and dependent care accounts
• Life and disability insurance
• 401(k)
• Untracked PTO and company holidays

Sol is an equal opportunity employer. We don't discriminate on the basis of race, color, religion, sex, national origin, age, disability, genetic information, sexual orientation, gender identity or expression, marital status, veteran status, or any other characteristic protected by applicable federal, state, or local law. We're committed to building an inclusive workplace and providing reasonable accommodations to qualified individuals with disabilities.