IT Principle Engineer- Workday Integrations

Top Skills' DetailsRequired Experience:
8+ years leading the design, implementation, and lifecycle management of complex HR platforms and integrations in a global enterprise environment.
Platform Mastery: Expert-level knowledge of one or more core platforms-Workday (e.g., HCM, Absence, Compensation, Security, Reporting/Prism, EIB/Studio), ServiceNow HRSD (Case, Knowledge, Portal, Orchestration), SuccessFactors (Performance, Goals, Learning), and other systems and services-and how they are applied to HR service delivery and manager workflows.
HR Process Leadership: Deep expertise in HR processes across the supervisor lifecycle (organizational management, hiring/onboarding, mobility/changes, performance, compensation, leave, offboarding) with strong data quality and governance practices.
Architectural and Strategic Thinking: Proven ability to develop multi-year technology roadmaps that align with business priorities and deliver measurable improvements in cost, quality, speed, and experience.
Technical Mentorship and Leadership: Track record mentoring engineers, leading complex programs, and serving as the definitive subject matter expert for HR technology.
As a Principal Engineer for HR Technology, you will be a technical thought leader shaping the strategy that powers the client's end-to-end supervisor lifecycle and hire-to-retire experience. You will be directly accountable for designing the digital backbone across Workday, ServiceNow HR Service Delivery, SuccessFactors, ADP, and SAP so managers and employees can complete critical actions quickly and confidently-from onboarding and job changes to performance, compensation, leave, and offboarding. You will define the architectural vision and long-term roadmap for the Manager and Employee Experience, ensuring it is robust, compliant, and aligned with our experience ambitions. This role is for a seasoned expert who sets technical standards, mentors engineers, and drives the evolution of our HR technology ecosystem to deliver measurable business value and a world-class employee experience.
This includes several strategic priorities:
Employee Lifecycle Excellence: Simplify and standardize core HR processes across the hire-to-retire journey (onboarding, job changes, transfers, promotions, compensation, leave, and offboarding) to reduce cycle times and increase data integrity.
Manager Enablement: Equip supervisors with intuitive tools, guided workflows, and insights that improve decision quality and reduce administrative burden.
HR Service Delivery & Automation: Modernize case management, knowledge, and orchestration in ServiceNow to improve resolution speed, self-service adoption, and employee satisfaction.
Productivity & Data-Driven Decisions: Improve operating margin by streamlining processes and integrations, enhancing data quality, and enabling actionable analytics for HR and business leaders.
Your Responsibilities
Architectural Leadership: Own the architectural roadmap for the client's enterprise HR platforms (Workday, ServiceNow HRSD, SuccessFactors, SAP). Ensure scalability, resilience, and a consistent cross-platform user experience for managers and employees.
Experience Design & Process Optimization: Lead re-engineering of critical HR processes (e.g., onboarding, job change/move, compensation cycles, performance reviews, leave of absence, terminations). Target improved cycle time, first-day readiness, data integrity, and self-service adoption.
Technical Governance and Mentorship: Establish engineering standards and design patterns for HR integrations and configurations (e.g., Workday EIB/Studio, ServiceNow flow/orchestration, SAP interfaces). Serve as the technical escalation point and mentor, fostering a culture of engineering excellence.
Global Integration Strategy: Define the integration strategy across Workday HCM, SuccessFactors (Training Plans), SAP (e.g., Cost Centers/Banking), and ServiceNow HRSD to create a seamless "digital thread" of the employee record. Emphasize event-driven integrations, canonical data models, and strong MDM practices.
Controls, Privacy & Compliance Strategy: Develop and oversee validation, privacy, access, and audit-readiness approaches for HR systems. Ensure role-based access, segregation of duties, and consistent evidence for audits and internal controls.
Influence Senior Leadership: Translate complex technical capabilities into clear business cases, demonstrating the ROI and strategic value of HR technology investments (e.g., faster manager actions, reduced cost-to-serve, improved employee satisfaction).
Innovation and Technology Scouting: Identify and evaluate emerging HR tech trends (e.g., guided AI experiences for managers, case deflection via knowledge/virtual agents, skills graphs, advanced analytics). Lead proofs-of-concept to assess impact on experience, quality, and efficiency.
What You Need to Succeed (Minimum Qualifications):
Educational Background: Bachelor's or Master's degree in Computer Science, Information Systems, Engineering, or a related technical field.
Required Experience: 8+ years leading the design, implementation, and lifecycle management of complex HR platforms and integrations in a global enterprise environment.
Platform Mastery: Expert-level knowledge of one or more core platforms-Workday (e.g., HCM, Absence, Compensation, Security, Reporting/Prism, EIB/Studio), ServiceNow HRSD (Case, Knowledge, Portal, Orchestration), SuccessFactors (Performance, Goals, Learning), and other systems and services-and how they are applied to HR service delivery and manager workflows.
HR Process Leadership: Deep expertise in HR processes across the supervisor lifecycle (organizational management, hiring/onboarding, mobility/changes, performance, compensation, leave, offboarding) with strong data quality and governance practices.
Architectural and Strategic Thinking: Proven ability to develop multi-year technology roadmaps that align with business priorities and deliver measurable improvements in cost, quality, speed, and experience.
Technical Mentorship and Leadership: Track record mentoring engineers, leading complex programs, and serving as the definitive subject matter expert for HR technology.
What Will Give You the Competitive Edge (Preferred Qualifications):
DevSecOps: Experience with CI/CD, Git-based SCM, automated testing, and observability for HR SaaS configurations and integration services; Infrastructure-as-Code (e.g., Terraform) and containerization where applicable to integration or analytics platforms.
Cloud Platform Proficiency: Practical experience with Azure and/or Google Cloud Platform, including automation and integration services (e.g., Azure Logic Apps, serverless functions, messaging/event services).
Controls and Validation Expertise: Strong familiarity with privacy, access, audit, and internal control requirements for HR systems, including designing evidence-based, "audit-ready" processes.
Exceptional Communication and Influence: Ability to articulate a compelling HR technology vision to diverse audiences-from HR operations and managers to Senior executive leadership.
Additional Information:
Location: Global Headquarters- Indianapolis, IN (Hybrid environment)
Travel: Minimal
Skills
Cloud, Development, Systems engineering
Top Skills Details
Cloud,Development,Systems engineering
Additional Skills & Qualifications
Really a tech lead who has an opinion on influencing architecture. Not going out and making those types of decisions. Able to adopt and leverage what they have. Helping them achieving 2030 goals they don't have today. If they don't have who they need then be opinionated on where they need to go. Technical thought leader. His perception is that he wants someone who didn't start in Workday. Developer Engineer who has breadth in a lot of different technologies. APIs, REST, able to move data between different platforms. Have to be able to quickly think about these things and connect the dots between all these platforms.
Integrations Engineer with lot of different technologies but dabbled with Workday. 40% is hands on in the code doing the hard stuff that nobody else in the team can do. Highest skill stopgap in things they are building. First one that solves the hardest thing then the rest of the team goes and builds around them.
P4 Principle Engineer: Compensation in the $140-170K range as a base salary. Open to the generic engineer but familiar with Workday and understands Java and framework that Workday Studio puts around it. Database within Workday.
Firm on the RTO policy around 30 days/quarter. Transparent to convert full time after 6-9 months. Prefer the in person already here and then coach them into the role. Strong communication presence with Dan VanNorman and hold their own. Communicate technology to different levels. Both IT and non-IT. Knows API and make systems talk to each other.
Experience Level
Expert Lev
Job Type & Location
This is a Contract to Hire position based out of Indianapolis, IN.
Pay and Benefits
The pay range for this position is $50.00 - $80.00/hr.
Eligibility requirements apply to some benefits and may depend on your job classification and length of employment. Benefits are subject to change and may be subject to specific elections, plan, or program terms. If eligible, the benefits available for this temporary role may include the following: Medical, dental & vision Critical Illness, Accident, and Hospital 401(k) Retirement Plan - Pre-tax and Roth post-tax contributions available Life Insurance (Voluntary Life & AD&D for the employee and dependents) Short and long-term disability Health Spending Account (HSA) Transportation benefits Employee Assistance Program Time Off/Leave (PTO, Vacation or Sick Leave)
Workplace Type
This is a hybrid position in Indianapolis,IN.
Application Deadline
This position is anticipated to close on Mar 14, 2026.
>About TEKsystems:
We're partners in transformation. We help clients activate ideas and solutions to take advantage of a new world of opportunity. We are a team of 80,000 strong, working with over 6,000 clients, including 80% of the Fortune 500, across North America, Europe and Asia. As an industry leader in Full-Stack Technology Services, Talent Services, and real-world application, we work with progressive leaders to drive change. That's the power of true partnership. TEKsystems is an Allegis Group company.

The company is an equal opportunity employer and will consider all applications without regards to race, sex, age, color, religion, national origin, veteran status, disability, sexual orientation, gender identity, genetic information or any characteristic protected by law.

About TEKsystems and TEKsystems Global Services

We're a leading provider of business and technology services. We accelerate business transformation for our customers. Our expertise in strategy, design, execution and operations unlocks business value through a range of solutions. We're a team of 80,000 strong, working with over 6,000 customers, including 80% of the Fortune 500 across North America, Europe and Asia, who partner with us for our scale, full-stack capabilities and speed. We're strategic thinkers, hands-on collaborators, helping customers capitalize on change and master the momentum of technology. We're building tomorrow by delivering business outcomes and making positive impacts in our global communities. TEKsystems and TEKsystems Global Services are Allegis Group companies. Learn more at TEKsystems.com.

The company is an equal opportunity employer and will consider all applications without regard to race, sex, age, color, religion, national origin, veteran status, disability, sexual orientation, gender identity, genetic information or any characteristic protected by law.