At Allstate, great things happen when our people work together to protect families and their belongings from life’s uncertainties. And for more than 90 years, our innovative drive has kept us a step ahead of our customers’ evolving needs. From advocating for seat belts, air bags and graduated driving laws, to being an industry leader in pricing sophistication, telematics, and, more recently, device and identity protection.
Job Description
As a Strategic Business Architect Expert, you will be the bridge between enterprise business needs and HR delivery, providing deep expertise to translate complex strategic priorities into integrated, scalable people processes, capabilities, and experiences that drive meaningful business impact. You will lead complex business architecture and end-to-end transformation efforts, establish architecture standards and future-state roadmaps, and guide critical design decisions to ensure HR capabilities evolve to meet the demands of a dynamic, AI-enabled, global protection provider.
This is more than process improvement; it is about shaping enterprise HR architecture and accelerating transformation by aligning HR programs, policies, technology, and experiences directly with what the business needs to thrive. We seek individuals who are compelling storytellers, trusted advisors, collaborative problem-solvers, and execution-driven professionals with deep Workday HCM and business architecture expertise. This role will support HR Service Delivery, Risk/Compliance, and Payroll, while partnering with colleagues across a globally distributed team, including India and Northern Ireland.
Key Responsibilities
- Influence and advise senior HR and technology stakeholders, productively challenging current mindsets and guiding complex architecture and solution decisions to deliver better outcomes for the business and our people.
- Lead complex, end-to-end HR process and employee experience discovery and redesign across multiple capabilities, including strategy blueprinting, capability mapping, root cause analysis, and removal of systemic blockers, inefficiencies, and waste.
- Independently translate enterprise HR priorities into integrated “as-is” and “to-be” process models, business architecture blueprints, future-state operating models, capability roadmaps, and scalable solutions.
- Apply deep Workday HCM functional and configuration expertise to evaluate business requirements against delivered capabilities, determining when to leverage existing functionality, redesign processes, or pursue alternative solutions while minimizing unnecessary customization and complexity.
- Collaborate with HR Technology and Service Delivery teams to architect solutions that improve operational efficiency through streamlining, automation, and AI-enabled capabilities, while considering impacts to integrations, security, reporting, data, and downstream systems.
- Shape the ongoing evolution of the global HR Service Delivery model, identifying and resolving complex process and capability gaps that span HR functions, technologies, and geographic regions.
- Establish and promote business architecture methodologies, design standards, and governance practices that drive consistency, scalability, and effective decision-making across HR initiatives.
- Serve as a trusted advisor and escalation resource for complex business architecture challenges, advising leaders on solution alternatives, dependencies, risks, and tradeoffs while providing guidance and mentorship to less experienced architects.
- Drive measurable business outcomes by balancing global operating models with local business and employee needs and ensuring solutions improve effectiveness, efficiency, employee experience, and long-term HR capability maturity.
Required Experience
- 7+ years of progressive experience in HR, HR technology, business architecture, enterprise transformation, or related disciplines.
- 5+ years of substantial hands-on Workday HCM experience, with demonstrated depth in core business processes, configuration concepts, system capabilities, and cross-functional dependencies.
- Demonstrated experience leading complex, enterprise-scale HR transformation and business architecture initiatives involving multiple functions, systems, and stakeholders.
- Advanced Workday HCM expertise, including strong knowledge of Core HCM and demonstrated expertise in one or more additional functional areas such as Payroll or Time Tracking, with the ability to evaluate how process and configuration decisions affect adjacent Workday capabilities.
- Proven ability to independently architect end-to-end business processes and future-state operating models, translating complex or ambiguous business needs into actionable architecture blueprints and scalable solutions.
- Experience partnering across HR Business Partners, Centers of Excellence, HR Technology, and Service Delivery to translate enterprise priorities into integrated process and technology solutions.
- Demonstrated experience evaluating solution alternatives and advising senior leaders on business impacts, technical constraints, dependencies, risks, and architectural tradeoffs.
- Experience establishing or applying business architecture principles, process standards, and governance frameworks.
- Demonstrated ability to influence senior leadership, communicate complex concepts to technical and non-technical audiences, and drive alignment across competing priorities without direct authority.
- Proven experience mentoring colleagues and providing expert-level guidance within complex, globally distributed and cross-functional environments.
Preferred Experience
- Participation in multiple Workday implementations, large-scale optimizations, and/or enterprise-wide HR transformation programs.
- Working knowledge of Workday integrations, security, reporting, and downstream system dependencies.
- Familiarity with enterprise architecture frameworks and business architecture methodologies.
- Demonstrated ability to influence enterprise technology strategy and solution design within a complex global HR ecosystem.
- Practical application of automation, process simplification, and/or AI-enabled solutions to HR service delivery and employee experiences.
Supervisory Responsibilities
- This job does not have supervisory duties.
Skills
Compensation
Compensation offered for this role is 110,000.00 - 181,025.00 annually and is based on experience and qualifications.
The candidate(s) offered this position will be required to submit to a background investigation.
Joining our team isn’t just a job — it’s an opportunity. One that takes your skills and pushes them to the next level. One that encourages you to challenge the status quo. One where you can shape the future of protection while supporting causes that mean the most to you. Joining our team means being part of something bigger – a winning team making a meaningful impact.
Allstate generally does not sponsor individuals for employment-based visas for this position.
Effective July 1, 2014, under Indiana House Enrolled Act (HEA) 1242, it is against public policy of the State of Indiana and a discriminatory practice for an employer to discriminate against a prospective employee on the basis of status as a veteran by refusing to employ an applicant on the basis that they are a veteran of the armed forces of the United States, a member of the Indiana National Guard or a member of a reserve component.
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To view the “EEO Know Your Rights” poster click “here”. This poster provides information concerning the laws and procedures for filing complaints of violations of the laws with the Office of Federal Contract Compliance Programs.
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It is the Company’s policy to employ the best qualified individuals available for all jobs. Therefore, any discriminatory action taken on account of an employee’s ancestry, age, color, disability, genetic information, gender, gender identity, gender expression, sexual and reproductive health decision, marital status, medical condition, military or veteran status, national origin, race (include traits historically associated with race, including, but not limited to, hair texture and protective hairstyles), religion (including religious dress), sex, or sexual orientation that adversely affects an employee's terms or conditions of employment is prohibited. This policy applies to all aspects of the employment relationship, including, but not limited to, hiring, training, salary administration, promotion, job assignment, benefits, discipline, and separation of employment.
Allstate provides a comprehensive technology setup, including a laptop, monitors, headset, keyboard, and mouse. Employees eligible to work from home also receive a monthly connectivity reimbursement to help offset internet costs.
When working from home, you must have a dedicated, private workspace free from distractions, along with appropriate desk and seating. Reliable internet is required, with minimum speeds of 50 MB download and 5 MB upload.
To help create a more personal and engaging experience, we ask that you join with your camera on if your interview is virtual. Please also have a Valid Photo Identification available at the start of your interview. If you require any accommodations or have questions ahead of your interview please reach out to your recruiter.
Note: Internal candidates are only asked to join on video; a Valid Photo Identification is not needed for the interview.
