*Date posted** 05/31/2026 ### **Category** **Information Technology****Hire Type** **Employee****Job ID** **17588****Remote Eligible** **No****Date Posted** **05/31/2026** ### **We Are** Synopsys is the leader in engineering solutions from silicon to systems, enabling customers to rapidly innovate AI\-powered products. We deliver industry\-leading silicon design, IP, simulation and analysis solutions, and design services. We partner closely with our customers across a wide range of industries to maximize their R\&D capability and productivity, powering innovation today that ignites the ingenuity of tomorrow. ### **You Are** You have spent years building HR systems that actually work at scale, not just in demos or proof\-of\-concepts, but in production across regions, time zones, and business units with real people depending on them every day. The difference between a SuccessFactors implementation that transforms how people work and one that becomes a compliance checkbox usually comes down to decisions made in the architecture phase, and you are the person who makes those calls before they become problems. Integration architecture is where you live. You know that connecting Employee Central to payroll, S/4HANA, and a benefits provider is not just about moving data, it is about timing, sequencing, error handling, and building something that does not wake anyone up at 2 a.m. You have worked with Integration Center, SAP CPI, and Boomi enough to know when to use which one and why. You do not wait for perfect requirements. When stakeholders say "we need talent management," you ask which modules, for which populations, integrated how, and you walk out with a plan that accounts for what they said and what they did not know to ask for. At Synopsys, you will architect HR solutions for a global workforce where what you design actually shapes how 30,000 people experience their work. ### **What You'll Be Doing** * Define end\-to\-end solution architecture for SAP SuccessFactors across Employee Central, Talent modules, Time Management, Onboarding 2\.0, and Workforce Analytics for a global enterprise landscape * Design and own integration frameworks using SAP CPI (BTP Integration Suite), Dell Boomi, and Integration Center to connect SuccessFactors with S/4HANA, payroll providers, FieldGlass, ServiceNow, and third\-party HR systems * Build extensions and applications on SAP Business Technology Platform using SAPUI5 and Fiori to extend SuccessFactors capabilities beyond out\-of\-the\-box functionality * Lead architecture discussions and design workshops with HR and IT stakeholders, translating business strategy into scalable technical solutions with clear tradeoffs and implementation paths * Establish reusable integration patterns, data models, security standards, and governance frameworks for API\-based, event\-driven, and batch integrations across hybrid cloud and on\-premise environments * Drive automation and intelligent solutions using SAP Build Process Automation, RPA, and emerging AI\-driven workflows to reduce manual effort and improve HR process efficiency * Provide technical oversight and governance to delivery teams working in Agile sprints, reviewing solution designs, integration flows, data migration strategies, and ensuring alignment with DevOps and CI/CD practices ### **The Impact You Will Have** * Enable HR transformation initiatives that improve how employees across multiple regions experience onboarding, performance management, compensation, and career development * Reduce integration complexity and maintenance overhead by establishing architecture standards and reusable frameworks that delivery teams can build on without reinventing patterns * Accelerate time\-to\-value for new HR capabilities by designing solutions that account for scale, security, and compliance from day one rather than retrofitting them later * Improve data consistency and governance across the HR ecosystem by defining clear integration contracts, error handling, and monitoring strategies that prevent downstream issues * Expand platform capabilities through SAP BTP development and automation, creating tools and extensions that make SuccessFactors work better for Synopsys\-specific workflows * Mentor consultants and developers, raising the technical bar across the team and building internal capability that outlasts any single project * Shape the long\-term HR technology roadmap by partnering with business and IT leadership to align architecture decisions with enterprise strategy and emerging technology trends ### **What You'll Need** * 5 to 8 years of hands\-on experience with SAP SuccessFactors, including at least 3 years in an architect role leading large\-scale, multi\-region implementations * Deep expertise in Employee Central and strong working knowledge across Talent modules (PMGM, Succession, Compensation, LMS), Employee Central Time, and Workforce Analytics * Proven experience designing and delivering integration architecture using SAP CPI (BTP Integration Suite), Dell Boomi, and Integration Center, including API\-based (OData, REST, SOAP), event\-driven, and batch integration patterns * Strong understanding of MDF framework, Business Rules, Workflows, and Role\-Based Permissions (RBP) within SuccessFactors * Experience building applications or extensions on SAP Business Technology Platform using SAPUI5 or Fiori frameworks * Bachelor's degree in Engineering, Computer Science, or related field * Experience with SAP automation tools like SAP Build Process Automation or RPA, and exposure to AI\-driven process optimization or agentic solutions is a strong plus ### **Who You Are** * You can sit in a room with HR leaders discussing a compensation rollout and walk out with an architecture brief that accounts for data privacy, payroll integration timing, and regional regulatory differences without losing sight of the user experience * When an integration breaks at 9 p.m. before a go\-live, you do not panic, you trace the flow, identify whether it is a mapping issue, a timing problem, or a permissions gap, and you know which team to pull in to fix it * You push back when a stakeholder asks for a customization that will create technical debt or when a design decision will make future scaling harder, and you do it in a way that builds trust rather than friction * Managing work in Jira, running sprint planning, tracking dependencies, and keeping delivery teams aligned across time zones feels like second nature, not overhead * You mentor without micromanaging, you review a junior architect's integration design, ask the right questions, and help them see the gap before it becomes a production issue * You stay current on SAP's roadmap, BTP capabilities, and emerging HR tech trends not because you have to, but because you care about building solutions that will still make sense two years from now…