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# Sr. Manager, Workday

- **Company:** Avalara Inc.
- **Location:** United States (Remote available)
- **Experience:** Expert
- **Contract:** Permanent contract
- **Skills:** Artificial Intelligence, Applicant Tracking Systems, Business Process Modeling, Software as a Service, Information Systems, Human Resources Information System (HRIS), Systems Development Life Cycle, Workday HCM, Workday Security, HR Software, Information Technology, Workday Advanced Compensation, Workday Recruiting, Workday
- **Published:** November 2, 2026
- **Apply:** https://www.careerbuilder.com/job-details/sr-manager-workday--d9110231-da6e-4e35-9d45-61a604b7fe6b

## About the Role

People Management, Technical Leadership, Management of Information Systems/Technology (MIS), Team Lead/Manager, Scalable System Development, Finance, Coaching, Automation, Artificial Intelligence (AI), Process Improvement, * B.S. in Computer Science, Information Systems, or Engineering.

 * 10+ years of experience in HRIS / People Technology / HR Systems, with 6+ years of
hands-on ownership of Workday in a global environment.

 * 4+ years of people management experience leading Workday or HR technology teams.
 * Deep functional and configuration knowledge of multiple Workday modules, including:
o Core HCM, Talent & Performance, Advanced Compensation, Time & Absence,
Benefits, Payroll, Extend, Recruiting, and/or Studio/Orchestrations.

 * Demonstrated experience leading large Workday initiatives (implementations, new
modules, major redesigns, or global rollouts) from discovery through deployment and
stabilization.

 * Proven ability to design and govern Workday security, business processes, and
configuration standards in partnership with Security, Audit, and IT.

 * Strong understanding of end-to-end HR and TA processes (hire-to-retire, performance,
compensation, benefits, recruiting) and how they are enabled in Workday.

 * Experience working with external Workday partners (implementation, AMS, or
consulting) and managing vendor performance.

 * Excellent communication and stakeholder management skills, with the ability to simplify
complexity, influence senior leaders, and drive alignment across HR, Technology, and
the business.

 * Bachelor's degree in computer science, engineering, or a closely related technical
discipline.

 * Preferred: Workday certifications (Pro or Implementer), experience in high-growth
SaaS/technology environments, and prior exposure to SOX/IPO readiness and
AI/automation in People Technology.

## Description

The Senior Manager of People Technology leads the day-to-day delivery, optimization, and

governance of Avalara's Workday platform. This role leads a team of Workday experts to design,

build, and support scalable solutions across the employee lifecycle, including HCM, Talent,

Performance, Advanced Compensation, Absence/Time Off, Benefits, Payroll, Recruiting (ATS),

and Extend.

They translate business priorities into a practical roadmap, ensure smooth execution of releases

and annual cycles, and partner closely with People & Culture, Talent Acquisition, and Finance to

deliver a reliable, user-friendly system for employees and managers.

How This Role Elevates Avalara

Team

 * Strengthens People Technology capability by building and coaching a high-performing

Workday team with deep functional and technical expertise.

 * Reduces operational friction by simplifying Workday processes and establishing clear

runbooks, standards, and governance so the team can execute with higher velocity and

fewer escalations.

 * Creates a culture of innovation by encouraging analysts and partners to proactively

surface automation, AI, and process-improvement opportunities across Workday.

Elevates the Business

 * Accelerates efficiency goals by redesigning Workday workflows and identifying

automation opportunities that meaningfully reduce manual work for employees,

managers, Talent Acquisition, and the People & Culture teams.

 * Improves decision quality through reliable people data, consistent configuration, and

accessible reporting that leaders can trust for headcount, hiring, and talent planning

decisions.

 * Supports scalable growth and M&A by designing Workday capabilities that can be

extended to new entities, roles, and geographies without bespoke rework.

 * Strengthens control and readiness by improving Workday security, auditability, and

process discipline in support of SOX, risk management, and IPO readiness.

Elevates the Customer Experience

 * Enhances the employee experience by making Workday easier to use; simplifying tasks

like hiring, transfers, performance, compensation, and leave so employees and

managers can complete work with fewer clicks and less confusion.

 * Improves end-to-end workflows and processes to create a more intuitive, seamless

experience for employees and greater transparency for all stakeholders.

 * Reduces support needs by designing processes, navigation, and in-system guidance that

minimize support tickets and r
What Your Responsibilities Will Be:

Platform ownership & delivery

 * Serve as product owner for Workday across key modules (e.g., Core HCM,

Talent/Performance, Compensation, Absence/Time Off, Benefits, Recruiting/ATS).

 * Drive the end-to-end delivery of major Workday initiatives (e.g., ATS implementation,

global process redesigns, new modules), including design, configuration oversight,

testing, and deployment.

 * Manage integration teams to ensure robust, monitored integrations between Workday

and downstream systems (payroll, benefits, identity, recruiting tools, analytics

platforms).

Governance, controls, and security

 * Define and maintain Workday configuration standards, security model principles, and

business process design guidelines.

 * Own Workday change governance (design reviews, approvals, release planning) and

ensure alignment with SOX, privacy, and security requirements.

 * Coordinate Workday audits, access reviews, and control testing with Audit, Security, and

Compliance.

Operational excellence

 * Oversee day-to-day Workday operations and ensure SLAs for incidents, enhancements,

and data corrections are met.

 * Define and track operational KPIs (e.g., ticket volume, cycle time, incident recurrence,

adoption) and lead continuous improvement efforts.

 * Ensure high-quality documentation for processes, configuration decisions, and

runbooks.

People leadership

 * Manage and develop a high-performing Workday team (analysts, configuration

specialists, and/or vendor resources), with clear goals, coaching, and growth plans.

 * Foster a culture of ownership, transparency, and experimentation - encouraging the

team to surface process and automation opportunities.

Stakeholder partnership & change leadership

 * Act as the primary Workday partner for People & Culture, Talent Acquisition, Payroll,

Finance, and business leaders.

 * Facilitate design and prioritization workshops; clearly communicate trade-offs,

timelines, and impacts.

 * Drive effective change management for Workday releases and initiatives, including

communication and training plans.

AI & automation collaboration

 * Identify and deliver high-impact automation and AI use cases in Workday workflows

 * Ensure new Workday capabilities are designed with automation-readiness and data

quality in mind.

12-Month Success Signals
Within the first 12 months, this leader will:

 * Workday Recruiting (ATS) is live and stable with agreed scope, on-time delivery, and
measurable improvements in time-to-fill, candidate/manager experience, and TA ticket
volume.

 * Workday governance is operating consistently, with a documented intake and
prioritization process, clear RACI, and predictable release planning that stakeholders
trust.

 * Key Workday processes are simplified (e.g., hiring, transfers, performance,
compensation, benefits/leave), evidenced by reduced manual work for P&C and fewer
support tickets from managers and employees.

 * Audit and security posture is stronger, with successful completion of agreed Workday-
related audit and access reviews, and no repeat findings tied to Workday controls.

 * Operational KPIs are trending in the right direction, such as reduced incident recurrence,
improved SLA adherence, and increased automation/straight-through processing for
common transactions.

 * The Workday team is seen as a trusted partner, with clear ownership, improved
stakeholder satisfaction scores, and a visible development path for team members.

AI Expectations
The successful candidate will:

 * Identify and prioritize AI and automation opportunities within Workday and adjacent
HR/TA processes to reduce manual work and improve decision quality.

 * Evaluate AI-enabled capabilities in Workday and related platforms, balancing innovation
with data quality, risk, and change-management needs.

 * Apply sound judgment on ethics, privacy, and compliance when using AI in people
processes, escalating risks and helping to shape appropriate governance and guardrails.

 * Identify AI opportunities tied to revenue enablement, efficiency, workforce quality, or
risk reduction.

 * Elevate AI maturity and best practices across the function.
What You'll Need to be Successful