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Agent guide: [/agents.md](https://www.wearedevelopers.com/agents.md). --- # Workday Manager - **Company:** Multnomah County, OR - **Location:** Portland, OR, United States (Remote available) - **Experience:** Experienced - **Salary:** $122,874.0 - $196,598.0 - **Contract:** Temporary contract - **Skills:** Multitier Architecture, HR Analytics, Workday HCM, Core HR, Workday - **Published:** July 11, 2026 - **Apply:** https://www.indeed.com/viewjob?jk=11d1b92a89e4ea88 ## About the Role * Bachelor's degree - in lieu of a degree we will consider equivalent related experience * Experience in Workday Team Management * Proven track record of collaborating with HR Partners, departments, and outside vendors in developing efficient and effective processes and workflow as well as analyzing and directing all ERP functionally related activities * At least three (3) years of demonstrated experience managing staff and programs in a complex, political environment * The ability to pass a criminal background check * Transferable skills: Your transferable skills are any skills you have gained through education, work experience (including the military) or life experience that are relevant for this position. Be sure to describe any transferable skills on your application and clearly explain how they apply to this position. ## Description The Workday Manager is an experienced leader with a proven track record of leading teams to deliver business value through technology solutions. Leading an agile and cohesive team, the Workday Manager plays a key role in aligning Workday HCM and Finance solutions with business requirements. As a liaison, this position fosters business solutions, bridging the gap between technical resources and end-users. Responsibilities encompass managing the Workday team, projects, business analysis, configuration, reporting, and daily maintenance of key functions, including supervisory organizations, jobs architecture, payroll, compensation, talent, recruiting, core HR, time, absence, benefits, and learning. The ideal candidate will be a technology partner who is focused on delivering innovative solutions in a fast-paced environment that demands high-quality results and continuous improvement. The HR Workday Team provides strategic, technical, and operational leadership for the County's Human Capital Management (HCM) System. Workday, the County's enterprise resource planning system (ERP), employs a three tier support model utilizing employee self-service, HR operational teams and HR Workday support staff. The HR Workday Team is responsible for developing, maintaining, troubleshooting, and enhancing Workday HCM functionality in collaboration with County functional subject matter experts, ensuring an effective, efficient and innovative ERP system. Some key duties will include: * Develop, plan, organize, manage, and administer the Human Resources (HR) technology strategy and direction for Workday HCM configuration enhancements, changes, process improvements, and other strategic initiatives. * Develop and implement Workday HCM policies, procedures, and business practices; evaluate goals, objectives, priorities, and activities to improve performance and outcomes. * Analyze and review federal, state, and local laws, regulations, policies, and procedures in order to ensure compliance; conduct analysis on best practices and trends, and formulate and implement recommendations. * Partner with Functional Leads and apply technical knowledge of Workday to develop and recommend solutions across all HR functional areas such as HR core, Compensation, Recruiting, Talent, Learning, Time, Absence, Benefits, and Payroll. * Drive continuous improvement by leveraging HR analytics to assess system performance, identify trends, and provide data-driven recommendations for enhancing Workday HCM functionality. The ideal candidate will possess the following competencies and skills: * Leadership: You actively lead with race through collaboration and inclusive practices * Promoting Equity: You foster an inclusive workplace where diversity and individual differences are valued and leveraged to achieve the vision, mission, and goals of the organization. * Strategic Adeptness: You develop a global vision and understanding to achieve organizational goals. * Building Relationships: You create mutually beneficial relationships with staff, coworkers, customers, community members, and clients based on understanding and respect. * Navigating Change: You adopt new competencies and techniques as needed to respond to a complex, uncertain and sometimes volatile environment. * Acting with Integrity: You hold yourself to a high standard of professional, honest, and transparent behavior., * Consideration of top candidates: We will consider qualified candidates in order of rank and score from the list of eligible candidates. This may include panel interview(s), a hiring interview, and/or additional testing to determine the best candidates for a position. * Professional reference checks., Please be advised that the pay range listed for this position is intended to provide general guidance on the earning potential for the role. However, actual compensation will be determined in accordance with the Oregon Equal Pay Law and will take into account factors such as the candidate's relevant experience, education seniority, training, and/or tenure. Candidates should expect that initial offers will be made within the listed pay range and may not be at or near the top of the range., Everyday, Multnomah County staff work together to serve as a safety net for our communities. During a disaster, this safety net becomes even more critical. All County employees have a role in serving the public during inclement weather, natural disaster, or other types of community emergency response. During these emergency responses, while typically there begins with a call for volunteers, county employees may ultimately be reassigned from their current position to a role in the emergency response in order to support the critical needs presented by our communities. For more information, please visit the Disaster Service Worker Information page. ## Related Videos - [Beyond the 9–5: Designing Work Around Humans](https://www.wearedevelopers.com/videos/1321-beyond-the-9-5-designing-work-around-humans) - [Destigmatizing the Workplace: Building Real Inclusion](https://www.wearedevelopers.com/videos/1492-destigmatizing-the-workplace-building-real-inclusion) - [HR Tech and AI Trends and Where You Can Start](https://www.wearedevelopers.com/videos/1468-hr-tech-and-ai-trends-and-where-you-can-start) - [What if your HR software adapted to you, not the other way around?](https://www.wearedevelopers.com/videos/100259-what-if-your-hr-software-adapted-to-you-not-the-other-way-around) - [The Future of Employee Wellbeing: Benefits, Trust & Performance](https://www.wearedevelopers.com/videos/1808-the-future-of-employee-wellbeing-benefits-trust-performance) - [How Trust, Healthy Tension, and Sustainable Culture Shape the Future of Work](https://www.wearedevelopers.com/videos/1711-how-trust-healthy-tension-and-sustainable-culture-shape-the-future-of-work) ## Related Articles - [Should Tech Managers Be Developers First? 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