You are responsible for the North Star architecture of extend 3rd party systems across multiple HR domains and vendors. This role is a horizontal architect position for HR Technology. The architect is accountable for designing and governing the foundational HR systems and integrations that HR, Talent teams rely on, across both third0party (3P) platforms and first0party (1P) services. What You0ll Do 1. Architect the HR Tech Ecosystem North Star & Strategy 0Define and maintain the target architecture for HR technology across domains0 0Develop a multi0year (2+ years) architecture roadmap describing how HR systems, integrations, and data models evolve to support business strategy (e.g., growth, new markets, workforce models). 3P + 1P Boundary Setting 0Determine what capabilities sit in 3P platforms versus 1P services. 0Decide when to leverage vendor capabilities versus building differentiated 1P experiences. 0Assess when to consolidate, sunset, or introduce vendors. 0Establish guardrails for configuration vs customization vs 1P extensions within HR platforms. Standardization & Paved Roads 0Establish and own standard patterns for: 0HR data models (e.g. positions, organizations, compensation, locations). 0Integrations (APIs, events, batch, and file-based, where necessary). 0Identity, entitlements, and access control across HR systems. 0Deliver out0of0the0box solutions and reusable templates to minimize one0off integrations and fragile implementations. Foundational Systems 0Lead the architecture of foundational HR systems and services that serve as horizontal sources of truth (e.g., worker master, job catalog, HR events). 0Ensure these systems meet requirements for completeness, correctness, timeliness, and auditability to support HR and downstream Finance/Compliance needs. 2. Data Architecture (Horizontal Across Domains) Data Ownership & Lineage 0Define golden sources for HR entities and how data flows into analytics, Finance, Security, and other consumers. 0Ensure HR data is traceable, auditable, and explainable from original source to reporting and downstream usage. Non0Functional Requirements Embedded 0Embed security, privacy, and regulatory requirements directly into the architecture, including: 0Regional data residency and cross0border data transfer considerations. 0Role0based access controls and least0privilege principles. 0Employee privacy expectations and internal policies. 0Partner with Security, Privacy, and Legal to convert these requirements into repeatable technical patterns rather than ad0hoc process overlays. 3. Decision-Making, Stakeholder Management & Influence 0Engage with Talent and cross functional0 partners to understand processes, pain points, and risk areas0 0Translate business outcomes into solution architectures that are sustainable, maintainable, and aligned with long0term strategy, not just limited by immediate tool configuration options. Influence0 0Provide architectural direction to engineering teams building 1P services and integrations. 0Review solution designs and identify approaches that conflict with the target architecture. 0Enable vertical/domain teams to focus on business needs by ensuring the horizontal foundations are robust and well0defined. 0Represent the HR architecture to 3P vendors and partners. 0Evaluate and, where necessary, challenge vendor proposals that increase complexity, create lock0in, or duplicate existing 1P capabilities without clear benefit. Making Trade0Offs 0Make explicit, documented decisions on: 0Short0term HR needs versus long0term ecosystem health and simplification. 0Level of customization versus maintainability, scalability, and upgradeability. 0Document decisions and rationale and be prepared to revisit them when new evidence emerges. 4. Execution & Ownership 0Identify opportunities to rationalize redundant tools, platforms, and integrations. 0Propose and lead decommissioning efforts for low0value, high0cost, or overlapping components. 0Champion an architectural approach that reduces complexity, improves reliability, and lowers total cost of ownership across the HR technology landscape. Minimum Qualifications 08012+ years in enterprise engineering/architecture roles, with significant time as a Solutions / HR Tech / ERP architect or equivalent. 0Hands-on experience architecting ecosystems with multiple 3P HR systems and custom 1P services. 0Deep understanding of at least one major HCM or HR suite (Workday, SAP SuccessFactors, Oracle HCM, etc.), including integrations and extension patterns. 0Understanding of Modern integration patterns and data modeling for people/HR domains, and security, privacy, and compliance expectations around employee data. 0Demonstrated ability to operate as a horizontal architect serving multiple teams. 0Influence and challenge senior stakeholders (HR, Eng, vendors) with clear, data-driven arguments. 0Make non-obvious architectural trade-offs and live with the consequences. Generally, our compensation structure consists solely of an annual salary; we do not have bonuses. You choose each year how much of your compensation you want in salary versus stock options. To determine your personal top of market compensation, we rely on market indicators and consider your specific job family, background, skills, and experience to determine your compensation in the market range. The range for this role is $350,000.00 - $610,000.00. Netflix provides comprehensive benefits including Health Plans, Mental Health support, a 401(k) Retirement Plan with employer match, Stock Option Program, Disability Programs, Health Savings and Flexible Spending Accounts, Family-forming benefits, and Life and Serious Injury Benefits. We also offer paid leave of absence programs. Full-time hourly employees accrue 35 days annually for paid time off to be used for vacation, holidays, and sick paid time off. Full-time salaried employees are immediately entitled to flexible time off. See more details about our Benefits here.