HR Workday Governance, Integration & Enablement Lead

This role owns the operating model for how Workday work is requested,prioritized, and delivered across HR. Sitting between HRCentersof Excellence (COEs) and HR Technology, it translates business needs into well-defined requirements, manages dependencies between teams, and ensures Workday investment is sequenced against capacity and aligned to HR's strategic priorities.

Success looks like: every piece of Workday work coming through a consistent process, the HR roadmap reflecting real priorities and realistic timelines, HR teams building stronger Workdaycapabilityover time, and a platform delivering its full potential.

Role Responsibilities:

Workday Roadmap & Planning

Owns theconsolidatedcross-HR Workday roadmap - the single integrated view across all COE module roadmaps. Works with COE System Leads and HR Tech to sequence initiatives against capacity and technical constraints, surface interdependencies, andfacilitateprioritizationdecisions when conflicts arise.

• Meets bi-weekly with COE System Leads to review priorities, incorporating new requests and changes to capacity or technical constraints
• Surfaces interdependencies across COEs - for example, where a Recruiting change affects Pre-boarding, or a Core HCM data change has downstream impacts on Reporting
• Prepares clear trade-off options when competing priorities arise,facilitatingdecisions and ensuring outcomes are documented in the roadmap

Governance & Intake

Owns the end-to-end process by which Workday change requests aresubmitted, assessed, andprioritized- frominitialintake through to a decision on whether and when work proceeds.

• Maintainsastandardizedintake template grounded in problem definition,impactedusers, business goals, and success measures - moving the conversation from 'what we want to build' to 'what problem we are solving and for whom'
• Facilitates a monthly governance forum with CHRO, COE leaders, and HR Tech leadership to review roadmap status and makeprioritizationdecisions
• Tracks adherence to the intake process and ensures smaller enhancements move through the system efficiently rather than sitting in backlogs

Operating Discipline & Ways of Working

• Establishes clear categories of work - major initiatives, enhancements, break/fix, and BAU - with agreed criteria for how each is handled, resourced, and tracked
• Sets required artefacts at each stage: a business requirements brief before any build begins; a test plan with defined owners before any deployment
• Defines ownership across HR and HR Tech at every handoff point, so nothing falls between teams
• Simplifies delivery paths for lower-risk enhancements without compromising quality; introduces consistent sizing practices so estimates are reliable

Stakeholder Forums

Designs and runs recurring forums to keep HR COEs, HR Tech, and senior leadership aligned on priorities, progress, and decisions:

• Monthly Workday Governance Forum - CHRO, COE Heads, HR Tech leadership: roadmap status andprioritizationdecisions
• Bi-weekly COE System Leads Forum - working-level alignment on upcoming work and cross-COE dependencies
• Workday Advisory Board - Market HR and HRBP representatives: voice of the business into roadmap and solution design

Enablement & Capability Building

• Provides COEs with templates and toolkits for process mapping, role matrices, and workflow documentation
• Contributes practical input during design sessions on what Workday can and cannot do natively - helping COE System Leads sense-check designs and avoid unnecessary custom configuration
• Works with COE System Leads to sharpen requirements briefs from high-level business needs into something specific enough for HR Tech to size and scope
• Runs coaching sessions on requirements writing, test planning, and Workday's data model; stays current on Workday's product roadmap and brings recommendations to governance

HR-HR Tech Integration

• Serves as the primary connection point between HR COEs and HR Tech - ensuring needs are clearly understood on both sides
• Maintains clear boundaries between HR responsibilities (requirements, UAT, change management) and HR Tech responsibilities (configuration, technical design, deployment)
• Identifiesand addresses process friction on both sides of the relationship, advocating for improvements wherever they are needed

Change Management & User Experience

• MaintainsacentralizedWorkday SharePoint site covering roadmap status, ways of working guidance, job aids, and release updates
• Provides COEs withstandardizedtemplates for change management, training, and communications
• Establishes user experience principles ensuring configuration decisionsprioritizeusability for employees, managers, and HR teams
• Tracks Workday usage metrics and NPS, sharing insights toidentifywhere features are underused or further enablement is needed

• Hands-on Workday experience across multiple modules (e.g.Core HCM, Recruiting, Compensation, Absence, Reporting) - able to engage substantively in requirements and design conversations
• Experience running governance or program management processes in a complex HR or HR Tech environment, including facilitating decisions with senior stakeholders
• Proven ability to work acrossorganizationalboundaries - bringing together HR, HR Tech, and business stakeholders with different priorities, and producing decisions rather than just discussions
• Comfortable operating without direct authority - able to influence and hold people to process through relationships and credibility
• Familiarity with product management principles: defining problems before solutions, measuring outcomes not just outputs, and iterating based on user feedback
• Knowledge of Workday's release cycle and product roadmap, with the ability to assess how upcoming features may affect HR's plans

As Workday capability matures, this role can extend to support broader HR systems alignment - applying the same approach across the wider HR technology landscape in partnership with HR Tech. QualificationsAdditional Information

This role has a market-competitive salary with an anticipated base compensation of the following range: $165,000-$220,000. Actual salaries will vary depending on a candidate's experience, qualifications, skills, and location. This role might also be eligible for a sales-based incentive or performance-based bonus. Other benefits include a flexible working environment, comprehensive health insurance, industry-leading parental leave, life insurance, education support, and more.

Our Benefits

• Flexible working environment
• Volunteer time off
• LinkedIn Learning
• Employee-Assistance-Program (EAP)

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