AI use among architectural and engineering managers is little observed so far. Measured exposure for architectural and engineering managers: 3% (little observed).

Share of this job’s tasks that AI is already used for at work, from real usage. It is not a forecast of job loss, and a low number means no use seen yet. Source: Anthropic Economic Index.

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About the job

VP, Engineering – HR Technology (Enhanced to Emphasize HR Data Expertise)

The successful candidate is expected to:

Lead and build full‑stack, enterprise‑grade platforms using Python, Java, Spring Boot, ReactJS, and SQL/NoSQL databases, while remaining hands‑on with code.

Own and drive Low‑Level Design (LLD) and High‑Level Design (HLD) with deep understanding of distributed systems, data modeling, and integration patterns.

Architect and develop secure, compliant systems.

Design, build, and maintain scalable APIs that support internal and external consumers with high performance and reliability.

Drive non‑functional requirements including security, availability, scalability, resiliency, performance, and observability.

Lead engineering initiatives involving HR, people‑operations, and workforce‑analytics data, ensuring secure ingestion, modeling, governance, and integration of sensitive employee datasets across the firm's technology ecosystem.

Partner with HR, Talent, and People Analytics teams to translate workforce‑planning, compensation, performance‑management, and organizational‑design requirements into scalable technical solutions and data products.

Implement robust data‑quality, lineage, and privacy controls for HR data, ensuring compliance with regulatory, contractual, and internal governance standards.

Actively mentor, coach, and develop junior and mid‑level engineers, setting high engineering standards and fostering a strong engineering culture.

Partner with product, data, and HR stakeholders to translate investment and operational requirements into scalable technical solutions.

Provide strong technical leadership and hands‑on guidance across the full software development lifecycle.

Demonstrate an excellent understanding of data structures, algorithms, and system design tradeoffs.

Qualifications & Experience

Education:

Bachelor's degree in Computer Science, Engineering, or a related field

Experience:

8+ years of professional software engineering experience.

Proven track record of hands‑on development in enterprise‑scale systems, preferably in HR.

Strong proficiency in at least one core programming language (Python or Java).

Deep experience with relational databases, NoSQL stores, and complex query design.

Comfortable operating in fast‑paced, iterative environments, balancing delivery with long‑term architecture.

Experience working with HR, people‑operations, or workforce‑analytics data, including sensitive‑data handling, HRIS integrations (e.g., Dayforce, Culture Amp, etc.), and secure data‑exchange patterns.

Demonstrated ability to build or support platforms involving employee lifecycle data, compensation structures, organizational hierarchies, and talent‑management workflows.

Preferred Qualifications

Experience with cloud platforms such as AWS and/or Azure, including infrastructure‑as‑code and cloud‑native services.

Experience with modern data engineering stacks including Snowflake, PowerBI, and analytical data platforms.

Prior experience supporting HR operations technology platforms.

Working knowledge of HR Information Systems platforms.

Experience integrating HR data with enterprise analytics, financial systems, or operational platforms to support firm‑wide reporting, compliance, and workforce insights.

Strong stakeholder management and communication skills, with the ability to influence senior business leaders and align technology delivery with investment, operational, and people‑strategy priorities.