Enterprise Architect - People & Culture

Working closely with senior stakeholders across P&C, IT, and the business, the Enterprise Architect governs a best-of-breed technology landscape – including Workday, SAP, Cornerstone, OrgVue, Avature, Perceptyx, and the data and AI platforms that connect them – ensuring these solutions are architecturally coherent, properly integrated, and collectively serve employees rather than just internal process owners.

The Enterprise Architect – People & Culture (P&C) is a key member of the Enterprise Architecture team, owning the architectural direction for the People & Culture function at Coca-Cola HBC.

The end goal of the P&C architecture is to deliver the best possible

Experience

for every employee – intuitive, connected, and consistent at every touchpoint across the employee lifecycle.

The Enterprise Architect brings a deep end-to-end understanding of the business and anticipates and interprets industry trends in HR, AI, and data, translating them into target architectures, integration blueprints, and transformation roadmaps.

The role acts as a trusted advisor and architectural authority, accountable for ensuring that these capability areas connect into a single, coherent, and employee-centric P&C architecture – rather than operating as isolated functional silos.

The Enterprise Architect connects the dots across P&C, technology, and the wider business, proactively identifying opportunities for simplification, automation, and better user experience, and collaborates closely with platform architects and delivery teams to reduce fragmentation and integration debt across the full P&C ecosystem.

This role spans the full breadth of the P&C landscape, encompassing Employee Experience, Employee Lifecycle, Talent, Performance Management, Rewards, Learning, Org Design, Workforce Management, Time & Absence, Payroll, Employee Listening & Cultural Interventions, and the Analytics & Reporting that underpins them.

Your New

and accessibility standards into every architectural decision

Act as an architectural authority, governing solution designs and key technology decisions across all P&C platforms

Ensure new systems integrate smoothly into the enterprise landscape and support long-term objectives

Define, communicate, and enforce enterprise architecture principles, standards, and data governance framework

Business transformation & value enablement:

Drive simplification of the application and data landscape to improve agility, resilience, and cost efficiency, while continuously raising the bar on employee

Lead enterprise-level architectural thinking for P&C transformation, grounded in a deep end-to-end understanding of the business and how people processes connect to commercial and operational outcomes

Advise senior stakeholders on architectural trade-offs, risks, and opportunities related to process alignment and system capabilities, with a transitional architecture that avoids disruption to employees and a clear roadmap to the end-state architecture

Stay close to trends in HR, AI, data, and user

design, and translate relevant external developments into concrete architectural opportunities for P&C

Proactively connect the dots across P&C, IT, and the wider business – spotting patterns and opportunities others might miss – and enable real-time or near-real-time data flows across P&C platforms and operational systems to support a responsive, connected employee

Identify and champion practical applications of AI and modern data architecture within P&C – from employee-facing virtual assistants to predictive analytics – ensuring solutions are well governed, integrated, and improve the employee

rather than adding complexity.

Investment protection & delivery alignment:

Reduce enterprise risk by ensuring alignment with approved architectures and roadmaps

Provide architectural assurance and due diligence for major P&C initiatives, with employee

and usability as core evaluation criteria

Collaborate with delivery teams and platform owners across P&C and IT to ensure architecture is actionable and supports effective execution.

Are These Your Secret Ingredients?

working in large-scale, complex technology landscapes with multiple platforms and vendors, with a proactive mindset and the ability to connect the dots across disconnected systems and processes.

Best-of-Breed Technology Expertise: Proven

designing and governing architectures across a multi-vendor landscape. Specific

with our core P&C stack is highly desirable, including: Workday (HCM, core system of record), SAP (payroll), Cornerstone (learning & performance), Avature (talent acquisition), OrgVue (org design), Beqom (rewards), Perceptyx (employee listening), Azure and Power BI (analytics & AI), and SharePoint / Viva Engage (employee

& communication)

Proven track record as an Enterprise Architect in large-scale, complex FMCG/CPG organizations

Familiarity with TOGAF, applied pragmatically (principles, target states, roadmaps, governance)

Extensive EA

Proven track record as an Enterprise Architect in large-scale, complex organizations, ideally within HR/People technology or a related functional domain

Deep HR & Business Domain Knowledge: Deep understanding of the business end-to-end, combined with deep knowledge of HR processes and emerging trends in the HR industry. Crucially, proven ability to map and integrate complex P&C processes, including:

Rewards, performance, and talent management, including pay equity, incentives, and

Deep knowledge of modern data architecture, integration patterns, and API-led connectivity, combined with a working understanding of practical AI applications and strong user

(UX) sensibility – able to design solutions employees actually want to use, not just ones that are technically sound

How to Apply

Interested and qualified candidates should:

Click here to apply online

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Key Responsibilities

• Enterprise architecture strategy & ownership:
• Ensure architectural coherence across all programs, platforms, and products that contribute to the P&C ecosystem, minimizing redundancy and technology debt
• Own and evolve the Enterprise Architecture vision and strategy for the People & Culture function, covering Employee Experience, Employee Lifecycle, Talent, Rewards, Learning, Org Design, and Workforce Management.
• Define and maintain target architectures and transition roadmaps for each P&C capability and the integration layer that connects them across our core HR technology stack
• Architecture principles, standards & governance:
• Ensure employee data models – profiles, organizational hierarchies, job architecture, and master data – are consistent, governed, and interoperable across all P&C domains, and embed user

Benefits

Hire-to-retire employee lifecycle, from talent acquisition through onboarding, performance, development, and offboarding

Workforce management, org design, and master data, including time & absence and payroll integration

Employee experience, listening, and cultural interventions, including engagement surveys, case management, and learning & development

Executive Influence: Ability to operate at enterprise and executive level, translating deep technical integrations into business value to influence business and IT decisions

AI, Data & User