Enterprise Architect

Partnering with both business and technology groups, the Enterprise Architecture (EA) function plays an integral role in building a holistic view of the company s capabilities, process, data, application, security and technology strategy that aligns with, and helps realize the companies overall vision and strategy.

The Enterprise Architecture function has the mandate to:

• Optimize the delivery of business services at the enterprise level by defining and maintaining enterprise architecture standards.
• Define publish Magna s current and future state Enterprise Architecture regarding process, data, security and the technology to enable this.
• Publish Magna IT s enterprise reference architecture. This includes guidelines and standards for designing and developing target state capabilities.
• Evaluate architectural alternatives, and select preferred approaches for provisioning new enterprise capabilities.
• Maintain an appropriate level of industry specialist knowledge across Magna business areas, identifying new technologies to support the business.

The successful candidate will join Magna ITs Enterprise Architecture team, with an initial focus on various HR relevant activities. Magna is in the early stages of a global transformation around HR. While the business owns capability and process decisions, it is essential that there is a unifying voice from EA ensuring the application landscape, integration architecture and overall master data landscape work together in a holistic way and are consistent with Magna s architecture principles and strategies. A business-focused, enterprise-level architect, this person will be directly accountable for:

• Capturing, documenting, updating and publishing an appropriately detailed current state as it relates to the HR systems landscape:
• HR systems (HCM, Payroll, Time Attendance, etc )
• Data / Integration model between the relevant HR systems
• High level cost / sentiment related to same
• HR Master Data
• Working closely with the functional and technical leads, capturing, documenting, updating and publishing a future state model as it relates to the HR systems landscape:
• HR systems (HCM, Payroll, Time Attendance, etc )
• Data / Integration model between the relevant HR systems
• HR Master Data
• Reporting on our progress in moving toward the documented future state.
• Identifying opportunities to further standardize tooling / process / data to deliver further value to Magna and an improved user experience.
• Monitoring and reporting on the application decommissioning as a result of our movement towards standardized HCM / Payroll / Time Attendance tooling.
• Establishing and maintaining strong relationships with major stakeholders from both functional and technology areas within MGIT, as well as external technology partners.
• Promote our Architecture Principles, Sourcing Strategy and existing standards as part of all engagements.
• Maintain and use the HR centric business capability model.
• Champion the use of our Enterprise Architecture toolset wherever appropriate.
• Yearly review / improvement of EA principles and engagement model as it relates to specific areas of focus.

Major Responsibilities

FORMULATE STRATEGY DEVELOP ARCHITECTURE DIRECTIONS

• Support the formulation of technology strategy in response to spotted disruptive external or internal forces and its operationalization.
• Drive IT Landscape Engineering through proactive and deliberate management of the IT landscape beyond investment planning horizons. This involves operationalizing strategy, identifying drivers for change, and defining architecture directions to address these with stakeholders.
• Analyze business strategy and business future-state capabilities to identify Strategic Themes to detect gaps and opportunities for improvement in the current IT Landscape in line with the IT Strategy to enable the business achieving targeted outcomes.

GUIDE STRATEGY EXECUTION IN INITIATIVE DELIVERY

• Consult and support in IT Demand Management. Contribute to decentral decision-making and escalate as required. Provide actionable EA deliverables in an agile and time-boxed way.
• Align initiatives scope with strategy, roadmap, other initiatives and the big picture (Scope Alignment).
• Identify the fit of the current-state Landscape to support required future-state capabilities and determine the capability gap (Landscape Fit/Gap).
• Identify candidate IT markets, their market state, trends, and vendors therein to address the capability gap (IT Market Screening).
• Define future-state target architecture options roughly assessed against the applicable value model (Target Architecture).

IT LANDSCAPE ANALYTICS IT MARKET INSIGHTS

• Advance our data-driven IT Landscape Analytics approach by generating insights to empower EA processes and drive strategic decisions.
• Equip colleagues with IT Market Insights to establish and maintain an overview of IT markets relevant to them.
• Foster decentral innovation through our Continuous Innovation Foresight services, guiding IT to embrace the right emerging technologies at the right point in time.

EVOLVE EA S VALUE PROPOSITION

• Contribute to position the EA practice as an internal management consultancy, offering services and skills to support the formulation and execution of strategy.
• Review and refine EA s portfolio of services periodically to define an EA capability roadmap to drive improvement of existing and development of new EA services. Ensure services meet the needs of management stakeholders and expectations.
• Review and improve integration of EA into the IT organization and processes to drive effectiveness and impact of EA work.

Knowledge and Education

• Completion of college/university in the field of computer science, information science, management information systems or human resources.

Skills and Competencies

The following are key assets which will directly support success in this role:

• Solid knowledge of Workday HCM.
• Ability to think globally and understand different regional realities.
• Demonstrated ability to build consensus among many stakeholders.
• Excellent English language skills (written and verbal).

The following are additional skills / capabilities which would be welcome:

• Knowledge of HR processes, data, additional tooling.
• Experience with creating EA artifacts.