Payrate: $84.00 - $85.00/hr.

Responsibilities:

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.

Qualifications:

Successful engagements with the current supplier with excellent review from clients.
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).

Pay Transparency: The typical base pay for this role across the U.S. is: $84.00 - $85.00 /hr. Non-exempt positions are eligible for overtime at a rate of 1.5 times the base hourly rate for all hours worked in excess of 40 in a work week, or as required by state or local law. Final offer amounts, within the base pay set forth above, are determined by factors including your relevant skills, education and experience. Full-time employees are eligible to select from different benefits packages. Packages may include medical, dental, and vision benefits, health savings accounts with qualified medical plan enrollment, 10 paid days off, 3 days paid bereavement leave, 401(k) plan participation with employer match, life and disability insurance, commuter benefits, dependent care flexible spending account, accident insurance, critical illness insurance, hospital indemnity insurance, accommodations and reimbursement for work travel, and discretionary performance or recognition bonus. Sick leave and mobile phone reimbursement provided based on state or local law.

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