Solution Architect

Position Title:Solution Architect

Position Type: Regular - Full-Time

Requisition ID:44959

The HR Solution Architect operates at the intersection of HR strategy process and experience design enterprise data and technology architecture. The role is the discipline-keeper for how HR ideas become solutions ensuring that decisions begin with a clearly defined business problem and are evaluated through a consistent evidence-based solutioning approach.

This role evaluates the full range of pathways including process redesign native SaaS capability AI agents and automation enterprise data platforms API integration custom applications and hybrid approaches. It is platform-agnostic and vendor-neutral with accountability for recommending solutions that are valuable scalable secure responsible human-centered and aligned with enterprise standards.

The HR Solution Architect is a bridge role not a platform administrator and not a pure enterprise architect. The role translates business needs into end-to-end workflows and architecture choices builds the case for the recommended approach and guides the solution through architecture data security privacy legal and delivery governance. The role must communicate with equal credibility in an HR leadership discussion and a technical architecture review.

Lead structured discovery blueprinting and solution design engagements that define the business problem intended outcomes user needs process constraints data needs and value measures before identifying technology options.

Evaluate process redesign native SaaS capability AI or agentic solutions enterprise data platforms custom applications integrations and hybrid approaches using a consistent framework for fit value risk complexity security data readiness and change impact.

Create clear solution recommendations decision records target-state designs and business cases that explain why the selected path is preferred and what trade-offs were considered.

Analyze HR services and workflows end to end before recommending technology.

Map employee candidate manager HR and shared-service experiences across process steps handoffs channels decisions controls and data flows.

Distinguish work that requires human judgment empathy accountability or exception handling from work suited to automation or AI-led execution.

Design human-in-the-loop controls and escalation paths especially where outcomes may materially affect employees or candidates.

Assess AI opportunities across HR with practical rigor and responsible experimentation.

Determine whether a use case is best addressed through human-process redesign embedded HCM AI enterprise AI capabilities third-party agents internally developed agents or a combination.

Define time-boxed proofs of concept with explicit success measures data boundaries security reviews user validation monitoring and exit criteria before broader deployment.

Evaluate agent behavior and solution risks including incorrect or fabricated outputs bias confidentiality inappropriate autonomy control failure and performance drift.

Design how agents applications people and data services work together across an end-to-end HR experience.

Own and evolve the integrated architecture for HR applications data services APIs interfaces events automations and agents.

Define solution patterns for secure interoperability data exchange orchestration exception handling observability and lifecycle management.

Ensure proposals align with enterprise architecture cyber security privacy identity integration infrastructure and data standards.

Promote reusable interfaces and services that reduce duplication point-to-point complexity and vendor lock-in.

Be a core architecture voice for protection and responsible use of employee and candidate data.

Embed privacy security data minimization access control retention transparency auditability and regulatory requirements into solution design from the start.

Partner across HR Data IT Cyber Security Privacy Legal Risk and Ethics to establish decision rights and ongoing governance for AI-enabled HR solutions.

Treat data quality lineage completeness representativeness and permitted use as prerequisites for AI and analytics deployment.

Ensure appropriate human review for high-impact HR decisions including pay performance employment discipline and workforce actions.

Act as the HR architecture partner to enterprise security data integration infrastructure solution and platform architects.

Represent HR requirements in the design of enterprise AI platforms data products integration services identity models and technology standards.

Participate in the Architecture Review Board and other governance forums translating HR needs into architecture language and enterprise requirements into practical HR solution choices.

Enable product managers and delivery teams to design solutions that are extensible reusable secure compliant reliable cost-conscious operationally effective and performant.

Turn complex architecture choices into clear business language and decision-ready narratives.

Facilitate working sessions with HR leaders centers of excellence product managers business users technology teams and vendors.

Explain the reason for a recommendation expected value data implications risks change impact dependencies and decision points in a way that supports informed leadership choices.

Use active listening structured diagnosis and influence without authority to navigate competing priorities and perspectives.

Maintain a current and future view of HR solution architecture aligned to HR strategy product roadmaps enterprise technology direction and the evolving AI landscape.

Monitor the current portfolio for aging technology fragmented experiences control gaps duplication weak interoperability unmet business needs and opportunities to simplify.

Maintain architecture documentation covering business capabilities experiences processes applications data integrations agents standards risks and transition roadmaps in approved portfolio tools.

Monitor market and vendor direction without allowing a vendor roadmap to substitute for McCain business strategy or architecture judgment.

15 years of progressive experience in HR technology enterprise technology solution architecture product management technical consulting or a closely related field including delivery of large-scale or complex solutions.

5 years of combined experience shaping solution architecture technical roadmaps enterprise designs or cross-platform technology strategies.

Relevant degree or equivalent practical experience.

Demonstrated experience across cloud API and event design integration architecture data engineering fundamentals identity and security principles and AI or automation platforms.

Understanding of enterprise integration patterns including REST APIs event-driven integration middleware data pipelines and emerging approaches for agent interoperability.

Ability to develop conceptual and logical architectures and evaluate solutions at design level. Software engineering depth is useful but not required.

Knowledge of solution delivery methods including agile DevOps incremental delivery prototyping and the software development lifecycle.

Working knowledge of end-to-end HR processes such as talent acquisition onboarding core HCM workforce management performance learning total rewards employee services and workforce analytics.

Ability to identify where process policy role data or experience redesign is needed before applying technology.

Strong understanding of the legal ethical privacy security and trust dimensions of employee and candidate data.

Proven ability to evaluate multiple solution pathways without defaulting to a familiar platform vendor or technology.

Experience facilitating discovery design thinking blueprinting architecture or process redesign sessions with mixed business and technical audiences.

Sound judgment in balancing business value user experience scalability interoperability risk total cost speed and operational sustainability.

Exceptional ability to explain technical concepts and architecture recommendations in plain business language.

Comfort presenting to senior HR and IT leaders and facilitating decisions across stakeholders with different levels of technical knowledge.

Consulting-style skills in listening diagnosis facilitation storytelling negotiation and influence without authority.

Practical understanding of responsible AI principles in HR including fairness bias risk output reliability confidentiality transparency explainability human oversight monitoring and drift.

Ability to embed governance controls and human checkpoints into AI-enabled workflows and to lead cross-functional design conversations on appropriate use.

Experience with application portfolio management and architecture tools such as LeanIX or an equivalent.

Architecture certification such as TOGAF or an equivalent.

Experience with AI agent orchestration conversational solution design or prompt engineering in an enterprise context.

Familiarity with enterprise data platform architecture and HR data product or integration requirements.

Experience with one or more platforms relevant to the current HR ecosystem such as SAP SuccessFactors ServiceNow HRSD UKG Phenom or comparable solutions. Platform experience is valued but is not a substitute for platform-agnostic architecture judgment.

HR opportunities are framed as clear business problems with measurable outcomes before solution selection begins.

Process and experience redesign precede automation and human judgment is deliberately preserved where it matters.

Solution recommendations compare credible options and document value risk data architecture and change trade-offs.

AI-enabled HR solutions have defined governance data boundaries human oversight monitoring and accountable ownership.

HR applications agents data products and interfaces operate as an intentional ecosystem rather than disconnected tools.

HR and IT leaders can understand and confidently act on architecture recommendations.

McCain Foods is an equal opportunity employer. As a global family-owned company we strive to be the employer of choice in the diverse communities around the world in which we live and work. We recognize that inclusion drives our creativity resilience and success and makes our business stronger. All qualified applicants will receive consideration for employment without regard to race religion color national origin sex age veteran status disability or any other protected characteristic under applicable law.

McCain is an accessible employer. If you require an accommodation throughout the recruitment process (including alternate formats of materials or accessible meeting rooms) please let us knowand we will work with you to find appropriate solutions.

Your privacy is important to us. By submitting personal data or information to us you agree this will be handled in accordance with McCains Global Privacy Policyand Global Employee Privacy Policy as applicable. McCain leverages AI in the hiring process though all final decisions are made by humans. You can understand our approach to AI and how your personal information is being handled here.

Job Family:Information Technology

Location(s): IN - India : Haryana : Gurgaon

Company:McCain Foods(India) P Ltd