Strategic Business Architect Senior Manager

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 Strategic Business Architect Senior Manager, you will be the bridge between business needs and HR delivery. You will translate strategic priorities into clear, scalable people processes and experiences that drive real impact. Reporting into the People Analytics and Business Architecture director, you will lead process architecture efforts, champion end-to-end redesign, and ensure HR capabilities evolve to meet the demands of a dynamic, AI-enabled, global protection provider. This is more than process improvement—it’s about accelerating business transformation by aligning HR programs, policies, and experiences directly with what the business needs to thrive. Key Responsibilities Serve as the people leader for a team of senior business architect focused on core employee lifecycle processes, driving global consistency, scalability, and full regulatory compliance across our global footprint. Partner closely with HR Centers of Excellence and business partners to lead end-to-end employee experience discovery and redesign—including strategy blueprinting, capability mapping, root cause analysis, and removal of blockers, inefficiencies, and waste. Develop clear “as-is” and “to-be” process models, create future-state roadmaps, and oversee successful implementation and adoption. Drive global process standardization while considerately balancing local regulatory and business requirements. Collaborate with HR Technology and Service Delivery teams improving operational efficiencies through streamlining, automation, and AI-enabled solutions. Support the ongoing evolution of our global HR Service Delivery model, ensuring processes and capabilities are built for future scale and agility. Partner with HR teams to define and track metrics that measure the effectiveness, efficiency, and employee experience of HR services. Influence and align senior stakeholders at all levels, productively challenging current mindsets to deliver better outcomes for the business and our people. Education 4-year bachelor’s degree (Preferred) Experience 10 or more years of experience in the financial or insurance industry (Preferred) Supervisory Responsibilities This job has supervisory duties. What You’ll Bring Deep expertise in HR process design, mapping, and re-engineering, ideally performed within an HR Service Delivery or shared services environment. Strong, hands-on Workday HCM expertise ( functionality , process optimization, and integration experience essential). Recognized program and project management skills, with a track record of successfully delivering complex, cross-functional change initiatives. Proven people leadership experiences that guide, coach, and grow teammates Demonstrated ability to build stakeholder alignment, drive adoption, and influence effectively without direct authority. A strategic, analytical, and consultative mindset paired with a strong bias for execution and results Education & Experience (in lieu) In lieu of the above education requirements, an equivalent combination of education and experience may be considered. Functional Skills Skilled in journey mapping and employee experience design across the HR lifecycle Strong partnership skills with HRIS and technology teams to implement enhancements Knowledge of change management principles, communication strategies, and stakeholder engagement Skilled in using data to diagnose problems and measure HR service effectiveness Understanding of operational analytics tools (Power BI, Workday reporting, etc.) Demonstrated success leading teams of business architects or transformation professionals Skills Business Architecture, Cloud Computing, Design, Employee Supervision, IT Architecture, People Management, Process Design, Reporting, Systems Development, Workday Software Compensation Compensation offered for this role is 151,700.00 - 221,675.00 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. For jobs in San Francisco, please click “ here ” for information regarding the San Francisco Fair Chance Ordinance. For jobs in Los Angeles, please click “ here ” for information regarding the Los Angeles Fair Chance Initiative for Hiring Ordinance. 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. To view the FMLA poster, click “ here ”. This poster summarizing the major provisions of the Family and Medical Leave Act (FMLA) and telling employees how to file a complaint. 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.