Provide expertise in business analysis, facilitation and needs analysis, and solutions to needs
Understand and define roles and responsibilities for new or existing projects and programs
Define business requirements and lead cross-functional planning of data needs for complex HR programs
Evaluate data impacts, process changes, risks, and mitigation strategies across platforms and systems
Serve as a strategic partner to HR program owners, DET, and HRIS to align data timelines and system constraints
Develop practical specifications and conversion strategies that uphold data integrity and compliance
Facilitate testing and validation efforts during user acceptance testing (UAT), supporting cutover and hypercare as needed
Translate business goals into technical deliverables and ensure seamless handoffs to execution teams
Manage risks and issues logs, driving resolution through clear ownership and escalation pathways
Communicate status and risks to program leadership and executive sponsors with clarity and urgency
Partner with change management to assess system/process impacts and contribute to stakeholder enablement plans
Deliver targeted training and coaching to global partners, empowering them to maximize the use of Workday and related systems.

Bachelor’s Degree in Information Technology, Business, HR, or related field
5–10 years of experience in HRIS, HR data, or HR technology roles
5+ years of experience with Workday or similar HCM systems
Deep understanding of employee lifecycle data, metadata governance, and HR system dependencies
Experience managing high-visibility programs with significant HR data impact
Familiarity with Employee Success operating rhythms, such as PeopleForce

People Data Program Strategist

Key skills