Lead Solutions Architect - SAP SuccessFactors HR

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Acuity Inc. (NYSE: AYI) is a market-leading industrial technology company. We use technology to solve problems in spaces, light and more things to come. Through our two business segments, Acuity Brands Lighting (ABL) and Acuity Intelligent Spaces (AIS), we design, manufacture, and bring to market products and services that make a valuable difference in people’s lives.

We achieve growth through the development of innovative new products and services, including lighting, lighting controls, building management solutions, and an audio, video and control platform. We focus on customer outcomes and drive growth and productivity to increase market share and deliver superior returns. We look to aggressively deploy capital to grow the business and to enter attractive new verticals.

Acuity Inc. is based in Atlanta, Georgia, with operations across North America, Europe and Asia. The Company is powered by approximately 13,000 dedicated and talented associates. Visit us at  .

Work location:

• This position may be based anywhere in the United States and includes travel as part of the responsibilities.

The HR Technology Solutions Architect designs, governs, and implements end-to-end HR solutions across the HR technology landscape, including connections to Finance and other systems that exchange HR data. Spanning hire-to-retire, the role ensures solutions are well-designed, integrated, extensible, scalable, and aligned with enterprise standards and long-term strategy. The architect connects HR platforms, processes, data, and interfaces to deliver secure, scalable, intuitive experiences;

governs workforce data across SAP Success Factors and connected finance, payroll, identity, planning, and analytics systems; and builds the capabilities to operate the platform globally.

HR Solution Strategy & Architecture

• Own the end-to-end solution strategy and target architecture for the HR technology ecosystem including but not limited to SAP Success Factors, Workforce, Walkme and Acuity One
• Act as the primary architecture authority for HR solutions and data flows, guiding and approving designs for implementations and enhancements. Establish architecture governance, decision rights, change controls, and documentation standards.
• Align platform capabilities with enterprise priorities across core HR, talent, compensation, learning, recruiting, onboarding, and workforce planning.
• Partner with HR leaders and product managers to simplify, standardize, and digitize end-to-end workflows. Translate complex technical decisions into clear business terms to influence leaders across HR, Finance, Technology, and the business.
• Govern configuration, extensions, releases, and use of HR platform and complementary technologies (Workforce, ECP, Walkme, Service Now)
• Lead design reviews for security, scalability, reliability, supportability, and performance.
• Build privacy, cybersecurity, compliance, and internal controls into platform and integration decisions, partnering with Cybersecurity, Privacy, Legal, Internal Audit, and control owners to keep solutions secure and auditable.
• Own platform demand, capacity, licensing, and investment recommendations; report progress, risks, decisions, and value to senior leaders.

Data Architecture, Integrations and Enterprise Connectivity

• Architect HR data structures that support end-to-end workflows and scalable, global HR standards and processes. Govern role-based permissions, privileged access, segregation of duties, identity lifecycle integration, and access reviews.
• Set data standards for quality, master data, metadata, retention, auditability, and reporting; and, set integration standards for data flows, APIs/CPI, middleware, events, batch exchanges, monitoring, and reconciliation.
• Ensure reliable exchange of workforce, organizational, cost center, position, compensation, payroll, labor-cost, and planning data between HR and finance systems.
• With Finance, Payroll, Identity, Data and Analytics, and application teams, define data ownership, lineage, timing, controls, and exception management. Protect sensitive workforce and compensation data through appropriate monitoring, retention, encryption, and incident controls.

Implementation and Delivery

• Provide hands‑on technology leadership during implementation phases, including design reviews, configuration…