Own Workday configuration changes and business process design across Core HCM, Recruiting, Performance, and Compensation
Translate program needs into clear requirements and scalable configuration; reduce exceptions and manual work
Run intake and prioritization for Workday enhancements; maintain a focused backlog tied to P&C priorities
Establish and maintain configuration/change discipline (documentation, approvals, testing evidence, release readiness)
Own process change evidence and reporting for compliance/SOX-related needs tied to P&C process changes
Lead functional testing strategy and coordinate UAT with process owners; validate outcomes post-release
Partner with Digital EX on release coordination and new module launches (requirements, testing, change readiness, adoption)
Enable operational reporting that needs to live in Workday; partner with Analytics on broader reporting strategy and alignment with Visier
Manage HRIS team members (player-coach): build capability across modules, set delivery standards, and develop team performance
Improve day-to-day reliability by driving root-cause fixes for recurring issues and strengthening self-service/knowledge.

10+ years of HRIS / People Systems experience with deep Workday functional expertise
Experience supporting multiple Workday modules; current scope includes Core HCM, Recruiting, Performance, and Compensation
Proven track record delivering complex changes end-to-end: requirements → configuration → testing/UAT → launch stabilization
Strong governance mindset: documentation rigor, controlled change practices, and comfort operating in audit-aware environments
People leadership experience (or strong readiness) with a hands-on, player-coach approach
Clear communicator who can turn messy inputs into crisp decisions, tradeoffs, and execution plans.

Senior Manager, HRIS

Key skills