A fast-growing Workday services partner is building out a specialist advisory practice focused on helping SMB and mid-market clients get more value from their Workday investment.

This is a startup-like environment where the structure, delivery model and internal playbook are still being built. They are looking for people who want to do more than sit in a narrow delivery lane. You will have the chance to shape how the business advises clients, delivers services and scales its Workday practice.

This role is best suited to someone coming from a Workday consultancy or partner environment, with active Workday certifications and the confidence to advise senior client stakeholders across both HR operations and Workday design.

The Role

This is a strategic advisory role sitting between HR operations, Workday consulting and client delivery. You will work with SMB and mid-market clients to assess their people processes, identify gaps and recommend practical improvements that can be delivered through better operating models, stronger HR discipline and smarter use of Workday.

You will partner closely with Workday Architects and delivery teams, helping make sure client strategy, process design and system configuration all line up properly.

Key Duties

Advise client leadership teams on HR operating models, people processes and Workday best practice.
Review current-state HR processes across hiring, onboarding, compensation, benefits, absence and offboarding.
Build clear roadmaps that help clients improve HR operations and maximise their Workday platform.
Work with Workday Architects and consultants to translate HR requirements into practical system design.
Support discovery sessions, client workshops, executive-facing documentation and advisory deliverables.
Help shape internal methodologies, reusable tools and delivery standards as the advisory practice grows.

Requirements

5+ years of Workday HCM experience, ideally gained in a consultancy, Workday partner or professional services environment.
Active Workday certifications are strongly preferred, especially across HCM and related modules.
Strong Workday HCM knowledge across Core HCM, with exposure to modules such as Benefits, Absence, Compensation or Recruiting.
Strong HR operations understanding, including how people processes should work in growing SMB or mid-market environments.
Ability to advise senior stakeholders, challenge poor process design and explain Workday decisions in a commercial way.
Comfortable working in a fast-moving, less structured environment where you help build the process rather than just follow it.

Why Join

Join at an early stage and help build a Workday advisory practice from the ground up.
Work directly with senior leadership and have real influence over how the company grows.
Use both your HR advisory skillset and Workday expertise rather than being limited to configuration only.
Partner with a variety of clients across different industries, maturity levels and growth stages.
Clear opportunity to move into practice leadership as the business scales.
Strong compensation package including base salary and profit share bonus.

Who This Would Suit

This would suit a certified Workday consultant who has grown up in consultancy or partner delivery but wants more ownership, visibility and variety. The right person will enjoy advising clients, solving messy HR process challenges and helping build a high-quality Workday services business from an early stage.

paddy.malaj@focuscloud.org

Focus on WD

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