Senior Solution Consultant, Workday HCM

• Partner directly with COE stakeholders to gather requirements, but more importantly, to understand the underlying business problem — you will regularly be the person in the room asking "what are you actually trying to solve for" before a design is proposed.
• Own solution design: business process configuration, calculated fields, condition rules, custom reports, and where relevant, integration touchpoints with downstream/upstream systems.
• Configure the solution in Workday — this is a build role, not a hand-off-to-someone-else role.
• Partner closely with our dedicated Security team on the security design for your solutions, and with our Data Management team on worker data loads and EIBs — production security changes and data migrations are executed by those teams as part of our operating model.
• Evaluate trade-offs between out-of-the-box Workday functionality, configuration workarounds, and process/policy changes, and make a clear recommendation to stakeholders.
• Assess cross-module and cross-COE implications of any change — e.g., how a compensation configuration change affects Advanced Comp eligibility rules, or how a Talent process change affects downstream Performance cycles.
• Support release management: evaluate Workday's biannual releases for impact to existing configuration, and recommend adoption or deferral of new features.
• Provide architectural input on new HR technology initiatives, including build vs. buy decisions and Workday's ability (or inability) to meet a given business need.
• Maintain configuration documentation and design decisions in a way that is auditable and transferable — not just tribal knowledge.
• Mentor less-experienced team members on configuration best practices where applicable.

• 8–10+ years of hands-on Workday configuration experience, with direct, verifiable ownership of solution design and configuration — not just post-go-live support.
• Deep, hands-on configuration expertise in at least one of the following, with working knowledge of how it connects to the others:
  Core HCM, Advanced Compensation, Recruiting, Performance Management, Talent, Prism Analytics, or Severance.
• Demonstrated ability to translate an ambiguous business ask into a Workday design, not just execute a pre-written requirements document.
• Comfort owning configuration in a live production tenant — business process design, calculated fields, condition rules, custom reports — and working knowledge of security and EIB/data load concepts sufficient to design solutions and partner effectively with our Security and Data Management teams on execution.
• Working knowledge of the broader Workday ecosystem and how changes in one area ripple into others (e.g., HCM data model implications for Payroll or Time & Absence, even though those modules sit outside this role).
• Strong consulting instincts: comfortable pushing back on a COE's request when a simpler or more sustainable design exists, and can explain why in plain language to a non-technical stakeholder.
• Excellent written and verbal communication — you will regularly present design options directly to COE leaders and HR business partners.

Demonstrates extensive expertise in Workday configuration, including solution design, business process design, and integration with security and data management teams. Capable of translating complex business requirements into effective Workday solutions while mentoring team members on best practices.

• Workday Configuration
• Solution Design Ownership
• Business Process Design
• Cross-Module Impact Assessment
• Excellent Communication Skills

• Workday Configuration
• Core HCM
• Advanced Compensation
• Recruiting
• Performance Management
• Talent Management
• Prism Analytics
• Calculated Fields
• Custom Reports
• EIB/Data Load Concepts

• Consulting Instincts
• Mentoring
• Problem‑Solving
• Stakeholder Communication
• Presentation Skills

• Business Process Configuration
• Security Design
• Release Management
• Configuration Documentation
• HR Technology Initiatives

• Workday