Domain Architect – HR & Payroll

We never ask for payment as part of our selection process, and we always contact candidates via our corporate accounts and platforms. If you are approached for payment, this is likely to be fraudulent. Please check to see whether the role you are interested in is posted here, on our website.

TMF Group is a leading provider of administrative services, helping clients invest and operate safely around the world. As a global company with 11,000+ colleagues based in over 125 offices across 87 jurisdictions, we actively seek out people with the talent and potential to flourish at TMF Group, whatever their background, and offer job opportunities to the broadest spectrum of people. Once on board, we nurture and promote talented individuals, ensuring that senior positions are open to all.

TMF India is a Great Place to Work, ISO & ISAE certified organization.

Discover the Role

Own the end-to-end solution architecture for TMF Group's HR and Payroll platforms, delivering scalable, secure and compliant solutions for multi-country payroll and human-capital operations. The role provides architectural leadership acrossinternally developed and vendor-provided capabilities, including payrollengines and HCM platforms, translating business and regulatory requirementsinto target-state architectures, governing technology decisions, managingstrategic technology partnerships, and ensuring third-party solutions alignwith TMF Group's long-term platform, security, compliance and operationalobjectives. It leads engineering teams and vendors in delivering resilient, integrated, and future-ready payroll and HR solutions across jurisdictions.

Key Responsibilities

- Define the target-state architecture and roadmap for HR & Payroll platforms, aligned to enterprise architecture standards.
- Design multi-country payroll processing, gross-to-net calculation and statutory deduction workflows across jurisdictions.
- Lead solutioning for statutory and regulatory payroll compliance, including income tax, social security, pensions and local labour-law obligations.
- Define the standardized workforce and payroll data model – employee master data, pay elements, cost centres, multi-entity and multi-currency – underpinning payroll and HR reporting.

Architect integrations with:

- HCM / HR systems and payroll engines (Workday, SAP SuccessFactors, Oracle HCM, Dayforce, local payroll systems)
- Government tax and social-security authority platforms, pension providers and banking / payment networks
- Embed data-accuracy, payroll-controls, reconciliation and audit controls across the platform.
- Govern solutions through the TDA / ARB process, producing solution design documents and architecture decision records.
- Direct and mentor development teams through the delivery of highly scalable, resilient and secure enterprise solutions, upholding engineering excellence, performance, reliability and security-by-design standards.

Must-have skills (domain)

- Multi-country payroll – gross-to-net processing, statutory deductions, pay elements, off-cycle / retro pay and parallel payroll runs across multiple jurisdictions.
- Payroll compliance across jurisdictions – income tax (PAYE / withholding), social security, pensions, statutory reporting and payroll-calendar / obligation management.
- HR & workforce processes – hire-to-retire, time & attendance, absence, benefits and organisation / position management.
- Global payroll operating models – aggregator versus in-country provider (ICP) models and their integration and control implications.
- HCM / payroll integration experience – across major HCM and payroll platforms and client systems.
- Data transformation – Experience with HR and Payroll data transformation frameworks, technical mapping documentation, data reconciliation processes and API-based integration delivery.

Key Requirements

- Azure data layer – Azure SQL, Synapse / Microsoft Fabric and Data Lake / Storage, with supporting data-integration services. Awareness of AWS is nice to have.
- API-led integration (MuleSoft preferred) – system, process and experience APIs, with API design and lifecycle management.
- Enterprise solution architecture and design – across cloud-native, microservices and event-driven patterns.
- Security & compliance – security-by-design and awareness of the regulatory drivers relevant to TMF's operating model (DORA, GDPR), employee personal-data protection and data residency across jurisdictions.
- AI & GenAI awareness – working understanding of AI/ML and generative-AI capabilities (LLMs, AI agents, RAG, classification and extraction models) and how they apply to HR and payroll workflows – e.g. gross-to-net validation, payroll anomaly detection, document extraction and employee-query handling. Able to critically evaluate vendor AI offerings, distinguishing genuine capability from marketing and assessing model accuracy, hallucination and bias risk, explainability, human-in-the-loop controls, training-data provenance and data-handling. Assesses AI solutions against EU AI Act, DORA and GDPR obligations before embedding them into regulated payroll and HR processes.

KPIs / success metrics

- Demonstrable adherence to Enterprise Architecture standards
- Standardized workforce and payroll data model adopted across regions.
- Measurable reduction in payroll errors, regulatory and audit issues.
- Reusable integration patterns for payroll, HCM and statutory reporting.
- Improved time-to-onboard for new countries and payroll flows.

Ideal experience

- 12+ years in enterprise/solution architecture.
- Demonstrable exposure to payroll and/or HCM platforms.
- Experience designing and leading development teams building enterprise platforms end-to-end.
- Design a multi-country payroll processing and statutory compliance architecture.
- Design a global payroll platform supporting multiple in-country providers, aggregator models and gross-to-net variability.
- Approach to payroll accuracy, controls, auditability, scalability and regulatory variability across regions.
- Handling employee-data privacy and residency across jurisdictions.
- Evaluate a vendor’s AI-enabled payroll or HR offering – how would you validate its claims, test accuracy and explainability, design human oversight, and govern its use under the EU AI Act and DORA
- Awareness of TOGAF framework

What’s in it for you?

Pathways for career development

- Work with colleagues and clients around the world on interesting and challenging work;
- We provide internal career opportunities so you can take your career further within TMF;
- Continuous development is supported through global learning opportunities from the TMF Business Academy.

Making an impact

- You’ll be helping us to make the world a simpler place to do business for our clients;
- Through our corporate social responsibility programme, you’ll also be making a difference in the communities where we work.

A supportive environment

- Strong feedback culture to help build an engaging workplace;
- Our inclusive work environment allows you to work from our offices around the world, as well as from home, helping you find the right work-life balance to perform at your best.

Other Benefits

- Anniversary & Birthday Leave policy
- Be part of One TMF
- Paternity & Adoption leaves
- Salary advance policy
- Work flexibility – Hybrid work model
- Talk about growth opportunities (we invest in talent)
- Well-being initiatives

We’re looking forward to getting to know you!