Job Description
## Lead Legacy System Integration Solutions Architect (Strategy)
**Department:** Legacy System Integration - Strategy & Planning | **Industry:** XML & Data Interchange Engineering
**Location:** Coimbatore | **Job Type:** Leadership - Full-time | **CTC:** INR 41.4-61.6 LPA
### Role Overview
We are looking to onboard a Lead Legacy System Integration Solutions Architect (Strategy) to strengthen our Legacy System Integration - Strategy & Planning function within XML & Data Interchange Engineering. The role is positioned at the senior level and reports into the broader Legacy System Integration - Strategy & Planning charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to legacy system integration - strategy & planning.
- Apply working knowledge of Data Validation & QA and EDI Standards (X12/EDIFACT) to daily execution.
- Coordinate with cross-functional stakeholders within XML & Data Interchange Engineering.
- Maintain documentation and reporting as required by the team lead.
- Flag risks and blockers early rather than at review checkpoints.
### Requirements
- M.Tech (Software Engineering) or equivalent qualification.
- 9 years of relevant experience (senior level).
- Working proficiency in: Data Validation & QA, EDI Standards (X12/EDIFACT), Strategy, Legacy System Integration, Planning, B2B Integration, Middleware Platforms, SQL.
### Additional Notes
Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. The organisation has historically promoted from within for a majority of its senior and lead openings. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Compensation includes standard statutory benefits along with performance-linked variable pay. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. There is a defined internal mobility path for people who want to specialise deeper or move into people management. Relocation assistance may be extended for candidates moving from a different city, subject to approval. Interested candidates should be prepared to walk through relevant past work during the interview process. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Most days include at least one review checkpoint where progress is discussed against the plan for the week. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Internal job postings are open to employees who've completed a minimum tenure in their current role. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. The next logical step from this position is a senior or lead-track role within the same function. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Mornings are usually spent on planning and status reviews, while the rest of the day is given over to hands-on delivery and problem-solving. References may be requested closer to the offer stage rather than at the start of the process. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.
**Department:** Legacy System Integration - Strategy & Planning | **Industry:** XML & Data Interchange Engineering
**Location:** Coimbatore | **Job Type:** Leadership - Full-time | **CTC:** INR 41.4-61.6 LPA
### Role Overview
We are looking to onboard a Lead Legacy System Integration Solutions Architect (Strategy) to strengthen our Legacy System Integration - Strategy & Planning function within XML & Data Interchange Engineering. The role is positioned at the senior level and reports into the broader Legacy System Integration - Strategy & Planning charter.
### Key Responsibilities
- Own end-to-end delivery of tasks related to legacy system integration - strategy & planning.
- Apply working knowledge of Data Validation & QA and EDI Standards (X12/EDIFACT) to daily execution.
- Coordinate with cross-functional stakeholders within XML & Data Interchange Engineering.
- Maintain documentation and reporting as required by the team lead.
- Flag risks and blockers early rather than at review checkpoints.
### Requirements
- M.Tech (Software Engineering) or equivalent qualification.
- 9 years of relevant experience (senior level).
- Working proficiency in: Data Validation & QA, EDI Standards (X12/EDIFACT), Strategy, Legacy System Integration, Planning, B2B Integration, Middleware Platforms, SQL.
### Additional Notes
Expect a mix of scheduled reviews, ad-hoc troubleshooting, and documentation as the workload shifts through the week. Performance is reviewed on a structured cycle, with clear criteria for movement into the next band. Candidates are encouraged to highlight measurable outcomes from previous roles rather than just responsibilities held. The organisation has historically promoted from within for a majority of its senior and lead openings. There's usually a block of uninterrupted time set aside for focused work, separate from meetings and coordination calls. The role alternates between independent deep work and short coordination huddles with stakeholders across functions. Compensation includes standard statutory benefits along with performance-linked variable pay. Applications without a clear summary of relevant experience are less likely to be shortlisted for the first round. There is a defined internal mobility path for people who want to specialise deeper or move into people management. Relocation assistance may be extended for candidates moving from a different city, subject to approval. Interested candidates should be prepared to walk through relevant past work during the interview process. Benefits include health insurance, provident fund contributions, and paid leave in line with company policy. Cross-functional exposure is built into the role by design, so the person will regularly interact with adjacent teams and leadership. New joiners typically get a short structured onboarding before being handed independent ownership of their first deliverables. In addition to fixed pay, the role carries eligibility for annual appraisals and merit-based increments. Work culture here leans collaborative, with regular knowledge-sharing sessions and an open-door policy for raising concerns. Most days include at least one review checkpoint where progress is discussed against the plan for the week. Shortlisted applicants will be evaluated on both domain knowledge and practical problem-solving ability. No two days look identical - some are heavy on execution, others are spent largely in planning and cross-team discussions. Priorities can shift mid-week depending on business needs, so adaptability matters as much as technical depth. Internal job postings are open to employees who've completed a minimum tenure in their current role. The hiring process typically includes a screening round, a technical or functional assessment, and a final discussion with the reporting manager. Disagreement on approach is expected and welcomed, provided it's backed by reasoning rather than preference alone. The next logical step from this position is a senior or lead-track role within the same function. Leave policy follows standard industry norms, including earned leave, sick leave, and public holidays as applicable. The team follows a flat structure where ideas are evaluated on merit rather than hierarchy, and feedback flows in both directions. Mornings are usually spent on planning and status reviews, while the rest of the day is given over to hands-on delivery and problem-solving. References may be requested closer to the offer stage rather than at the start of the process. A typical day starts with reviewing priority tasks and syncing with the immediate team before moving into focused execution work. Managers here tend to give context rather than instructions, leaving room for the individual to decide how a task gets done.