Anforderungen auf einen Blick

8+ years HR technology experience (Erforderlich)
Degree in IT or Business (Erforderlich)
Workday expertise (Erforderlich)
Workday certification (Wünschenswert)
Systems architecture (Erforderlich)
Cloud and AI automation (Erforderlich)
Jira (Erforderlich)
English fluency (Erforderlich)
Architecture or project management certification (Wünschenswert)

ErforderlichWünschenswert

Heute

At Flix, we offer a dynamic work environment with competitive pay, strong growth opportunities, and a tech-driven approach to making travel more accessible, sustainable, and affordable. As Senior/Expert HR Tech Solution Architect, you will join the People & Organization Digital Transformation team to help shape and transform Flix’s global HR technology landscape. Together with FlixTech, you will support the architecture, integration landscape and governance framework across a complex, multi-entity and multi-country organization — ensuring our technology enables Flix’s future HR target operating model. The role reports to the Head of Digital Transformation and works closely with the People Enablement Tech stream, FlixTech, IT Security, Data Privacy and HR teams globally. You will help set the technical and architectural direction that the wider team — including our AI & Automation Engineers and HR Tech Business Analysts — builds within. This role is based in Berlin, given the global scope, regular collaboration with colleagues across European, APAC and US time zones is required.

About the Role

Work closely with FlixTech, shape Flix's target HR technology architecture across core HRIS, payroll, time & attendance, talent, recruiting, document management and surrounding enterprise systems — ensuring the architecture enables our HR target operating and service-delivery model by connecting processes, roles, systems and service tiers while balancing global standards with local requirements.
Drive global HRIS transformation initiatives, from major platform revamps and redesigns to potential HRIS migrations — evaluating technology options, building business cases, structuring programs through project plans and RAID/risk frameworks, and driving execution through solution design, integrations, testing, cutover, parallel runs and stabilization.
Define HR technology integrations and data flows between the HRIS and surrounding enterprise systems — determining what data moves between systems and through which integration patterns, including REST APIs, OAuth 2.0, webhooks, SFTP, middleware and event-driven architectures.
Establish and evolve HR technology governance and control frameworks, including system ownership and RACI, security and role-model design, least privilege and segregation of duties, audit trails, change/release governance, internal controls and data privacy aligned with GDPR and audit/IPO-readiness expectations.