Sr Workday Tech Lead – Talent & Performance

Our Mission

Our mission is to SAVE AND IMPROVE LIVES BY EMPOWERING HEALTHCARE CONSUMERS.
Come be part of remarkable.

How you can make a difference

This is a rare opportunity to own and shape the future of Talent and Performance at Health Equity. We are fundamentally re‑architecting how People programs are designed and delivered. As the Sr Workday Tech Lead – Talent & Performance, you will be the strategic owner and hands‑on builder for Performance, Goals, Succession, Skills, and performance‑related Compensation enablement within Workday. You will sit at the intersection of Talent strategy and platform execution
, ensuring our most critical People programs are designed with technology in mind from day one—not retrofitted later.

This role exists because our Talent programs are among the People Team’s biggest long‑term bets
. We are looking for someone who doesn’t just configure Workday, but who thinks like a platform owner
—someone who understands how today’s design decisions affect scalability, data integrity, user experience, and future capability years down the road. You will partner deeply with Talent and Total Rewards COEs and People leadership, engaging early in program design to shape initiatives before they hit the system
. You’ll bring strong Workday judgment into conversations where performance outcomes, talent decisions, and compensation processes intersect—helping leaders understand what’s possible, what’s risky, and how to build solutions that last.

Success in this role means Workday enables our Talent strategy rather than constraining it. It means our performance and talent programs are trusted, adopted, and able to evolve without constant rework.

• Own the strategic evolution and end‑to‑end delivery of Performance, Goals, Succession, Skills, and performance‑related Compensation domains within Workday
• Act as the primary technology thought partner to Talent and Total Rewards COEs, engaging early in program design to influence direction—not just execution
• Translate Talent and Rewards strategy into durable, well‑governed Workday solutions that balance experience, compliance, and long‑term platform health
• Lead the design, configuration, testing, and deployment of Talent and Compensation functionality with a clear owner mindset
• Bring a product and platform lens to decisions—anticipating downstream impacts, cross‑module dependencies, and future use cases
• Proactively identify opportunities to leverage existing and emerging Workday capabilities to strengthen Talent and Performance programs
• Own the intersection of performance outcomes and compensation enablement
  , partnering closely with Total Rewards while not owning pay philosophy
• Ensure Talent configuration integrates cleanly with Core HCM, Reporting, and TMX (experience) layers
• Push back thoughtfully when short‑term program decisions introduce long‑term risk, rework, or technical debt
• Partner with other People Technology domain owners to deliver a cohesive, end‑to‑end platform experience
• Monitor platform health, adoption, and feedback to guide continuous improvement
• Help define and uphold People Technology standards and governance as the platform continues to mature

• Hands‑on experience configuring Workday Talent and/or Compensation modules (this is an owner‑builder role)
• Experience partnering with Talent COEs, Total Rewards, or People leadership on enterprise‑scale programs
• Strong systems and product‑thinking mindset
  —you think beyond the immediate request to the full platform impact
• Demonstrated ability to own a domain
  , not just execute tickets or requirements
• Comfort influencing upstream program design while staying grounded in execution realities
• Ability to articulate tradeoffs, risks, and lessons learned from prior Workday implementations or major platform changes
• Strong judgment around when to customize and when not to
  , with an eye toward long‑term maintainability
• Confidence collaborating in a remote environment
  , building trust and momentum without relying on proximity
• Clear communicator who can engage credibly with senior leaders and COE partners
• Experience balancing hands‑on configuration with…