HR Business Process & Systems Architect

Driven Brands Holdings Inc. (NASDAQ: DRVN) (“Driven Brands”) headquartered in Charlotte, NC, is the parent company of some of North America’s leading automotive aftermarket brands including Take 5 Oil Change, Meineke Car Care Centers, Automotive Training Institute, Maaco, CARSTAR, ABRA, Uniban, Car Wash US, FIX Automotive, 1-800-Radiator & A/C, and PH Vitres d’Autos. Driven Brands has more than 4,300 centers across 15 countries, and combined, all businesses generate approximately $4 billion in system-wide sales and service revenue over 50 million vehicles annually.

Driven Brands is the quintessential growth company, more than tripling its revenues, brands, employees, and profits over the past six years. The primary focuses of the company are growing its franchisee’s profitability, all brands’ unit count, and creating opportunities for its employees, franchisees, and investors. Our culture of meritocracy inspires high performance and innovation among our employees. We enable our employees and franchisees to go further, faster— generating growth for our franchisees' businesses and our employees' careers. For more information, visit drivenbrands.com.

The HR Business Process Systems Architect will drive transformational work to modernize and fully automate all aspects of the HR business model. This role requires the ability to understand HR business/operating models and technologies to effectively interpret business goals, outcomes, capabilities, value-streams, and processes. Provide the necessary leadership, analysis, and design work to lead the review and implementation of technology solutions to meet business needs and align with technology, architectural, security, governance, and standards. Create deliverables for charting the course from "as is" to “to be” solutions, incorporating business process as well as technology design. Understand strategic and operational intentions to explore risk implications to mitigate impact to teammates, processes, HR systems, and overall enterprise technology ecosystem. 

• Understand HR business drivers and capabilities (future and current state) and determine corresponding business process and technology designs and change requirements to drive targeted business outcomes.
• Understand emerging technology trends and disruptions and the practical application of existing, new, and emerging technologies to enable new and evolving business and operating models.
• Create, document, and translate business and technical requirements into an architectural blueprint to achieve business objectives and document all solution architecture design and analysis work.
• Analyze the technology industry and market trends and determine their potential impact.
• Create deliverables such as business process maps for current and future state, standard definitions, reference models and architecture designs. 
• Drive to align technology application to resolve business outcomes to adhere to enterprise architecture, infrastructure, and security.
• Lead the consultation on various technologies, platforms, and vendor offerings to drive targeted business outcomes.
• Document the architecture for vendor technology and services focused design, integrations, detailed APIs, major systems and dependencies between business and IT. 
• Analyze the business-IT environment (run, grow and transform the business) to detect critical deficiencies, legacy, and technical debt, and recommends solutions for improvement (systems of record, differentiation, and innovation).
• Own application ratification and lead the end of life (EOL) program to maintain, upgrade, or retire applications.
• Create detailed specifications/requirements for requests for proposal (RFPs), develop scoring models and lead vendor and technology reviews.
• Perform other duties as assigned.

• Minimum of 5 years of technical experience leading HR technologies and systems with direct support of HR business operations. 
• Experienced enterprise and business architect with HR domain knowledge.
• Previous role owning the architecture and technical components of global large-scale human capital management vendor application projects or HR digital transformations. 
• Exposure to multiple, diverse technologies, platforms, and processing environments.
• Good understanding of strategic and new and emerging technology trends, and the practical application these technologies to business and operating models.
• Experience developing architecture blueprints, strategies, and roadmaps.
• Ability to create targeted messages and presentations for senior executives. 
• Understanding and knowledge of system development life cycle methodologies.
• Have a global view and must be organizationally savvy, with the ability to navigate the business and technology landscape. 
• Skilled at influencing, guiding, and facilitating stakeholders and peers with decision making. 
• Ability to articulate innovative ideas and concepts to technical and nontechnical audiences.
• Ability to understand the long-term ("big picture") and short-term perspectives of situations.
• Translate future-state business capabilities and requirements into solution architecture requirements.
• Interpret data to inform stakeholders of both technology, architecture, and financial impacts along with recommending alternatives for informed decision making.
• Work collaboratively, use visual, design thinking, and analytical skills to solve business problems and propose solutions.