Workday Program Manager

YOUR NEXT OPPORTUNITY:
Workday Program Manager Lead, HR Technology is a senior individual contributor who owns the health, functionality, and continuous improvement of Rosendin's HR technology ecosystem, with Workday as the core platform. This role goes beyond maintaining what exists today: it is responsible for proactively identifying process problems and recommending options/solutions across HR and the business and partnering and communicating effectively and efficiently to present the issues/options/solutions with the right internal teams and external partners to ideate and deliver automation and enhancement solutions that solve them.
This role sits within HR Operations and works cross-functionally with Payroll, Learning & Development, Total Rewards: Compensation & Benefits, Talent Acquisition, HR, IT, and external technology vendors and consultants. It requires prior experience directly leading multiple Workday implementations end to end, not just supporting them, along with the judgment and stakeholder credibility to operate as a senior-level individual contributor across the full HR technology stack. It does not currently manage people.

WHAT YOU’LL DO:

HR Technology Strategy & Implementation Leadership

• Lead full-cycle implementation and optimization work across Rosendin's HR technology stack, with Workday as the primary platform, applying prior hands-on experience leading (not just supporting) system implementations from requirements through go-live.
• Design, build, and maintain a formal testing framework (including regression, UAT, and release testing protocols) to validate business process configuration, security, integrations, and periodic Workday releases before they reach production.
• Partner with HR teams to provide advanced consultation, direction, and options/solutions on at least 1-2 Workday Modules (Performance, Advanced Compensation, Talent Acquisition, Learning & Development, etc.).

Process Innovation & Automation

• Proactively identify process breakdowns and inefficiencies across HR and business teams and develop solutions/recommendations rather than waiting for issues to be escalated.
• Ideate solutions; ensure all teams understand the pros/cons of the options; and recommend solutions with the appropriate internal teams (Payroll, HR Operations, IT, and others) and external partners (Workday, third-party vendors, implementation consultants) to design automations and enhancements that solve the root problem.
• Build the business case for proposed automations and enhancements, including expected impact, effort, dependencies, and risk, to support prioritization decisions.
• Build/maintain and continuously recommend improvements to overall HR processes that capture and connect both non-system processes (ie: PM plan, Intake Process, etc.) and system processes (ie: WD Workflow, Interconnected/Integrated systems like Fusion, Fidelity, etc.) to enable high level of overall process at any time.
• Bring forward leading practices from the broader Workday and HR technology community, recommend options/solutions, and apply relevant ones to Rosendin's environment.

Cross-Functional Optimization Partnership

• Partner directly with Payroll, Learning & Development, Compensation, and other functional teams to understand, identify gaps, and recommend options/solutions for both current/future needs with rationale where current HR technology is not meeting business needs.
• Proactively and regularly communicate effectively and efficiently to all stakeholders and owners timely and regular updates on status (ie: progress, roadblocks, etc.) and ensuring all team members remain connected and driving towards objectives.
• Translate business-identified gaps into clearly scoped business case enhancement, configuration, or automation requests, and partner with IT and external vendors to evaluate options for closing those gaps.
• Advise functional teams on what is achievable from a technology and configuration standpoint, recommend options and solutions to help set realistic expectations before requests move into delivery.
• Facilitate requirements-gathering sessions with functional stakeholders, translating business needs into clear functional specifications IT and vendors can build against.
• Identify Workday user process training gaps, recommend options, develop training materials, and administer training.
• Partner with L&D and HR Functions (HRBP/HR, Talent Acquisition, Learning & Development, Compensation, Benefits, etc.) to identify and recommend training both internally created training and Workday official training.

Intake Management

• Own, manage, and continuously improves/evolves a best-in-class centralized intake process that has the flexibility to meet both current needs and anticipates future needs for all HR technology-related requests submitted by any team across the company, including configuration changes, enhancement requests, automation ideas, and reported issues.
• Develop/Manage standardized intake form/documentation that outlines all requirements.
• Review, assess, and document each incoming request to ensure it is well-defined and ready for evaluation. Proactively partner with client groups to update intake requests to ensure completeness that accurately and properly documents requirements before evaluation. This role maintains full visibility into every request in the pipeline; it does not own routing or assignment of that work.
• Maintain a consolidated, current view of all open, in-progress, and completed requests to support prioritization conversations with leadership.

IT & Vendor Liaison, Delivery Management

• Act as the primary point of contact between HR Operations and IT, and between HR Operations and external technology vendors or consultants, for all HR technology optimization projects.
• Develop/Manage standardized HR PM plan template process that outlines all key project process requirements (ie: cross-functional owners/key stakeholders, project members, milestones/tasks/deliverables with dates, communications, roadblocks, etc.) for proper documentation, accountability, and timely/successful delivery.
• Proactively manage timelines, dependencies, and communication to ensure a positive, on-time delivery experience for stakeholders across the business.
• Escalate and proactively identify risks, delays, or scope issues early, recommend options/solutions, develop high level summaries so functional partners can make informed/timely/actionable decisions as needed to ensure and keep functional partners informed throughout the delivery process.

HR Technology Roadmap Ownership

• Maintain and provide input in the development of the HR technology roadmap, spanning Workday and the broader HR technology ecosystem, reflecting current priorities, in-flight work, and upcoming enhancements.
• Partner with HR Operations leadership to prioritize roadmap items by recommending options while balancing business needs, capacity, and strategic direction.
• Provide regular roadmap updates to leadership and stakeholder groups to maintain alignment and transparency.

WHAT YOU BRING TO US:

Experience

• Bachelor's degree in Human Resources, Information Systems, Business, or a related field, or equivalent professional experience.
• 10+ years total of increasingly progressive and highly complex experience in HR technology. 5+ years of this time required to be working directly leading Workday implementations, system enhancements, releases, and projects.
• Expert demonstrated hands-on experience and knowledge in Workday HCM.
• Advanced demonstrated hands-on experience and knowledge of at least 1-2 Workday Modules (Performance, Advanced Compensation, Talent Acquisition, Learning & Development, etc.).
• Proficient knowledge and understanding of Workday Education and Workday Learning Center for at least 1 Workday Modules (Performance, Advanced Compensation, Talent Acquisition, etc.).
• Demonstrated experience using Workday Community to research options/solutions/answers and translating into high level updates/recommendation based on WD business requests.
• Demonstrated experience leading, not just supporting, at least two full-cycle Workday implementations or major module rollouts as a project or functional lead.
• Experience across the broader HR technology ecosystem beyond Workday (e.g., ATS, LMS, payroll, engagement, or case management platforms) strongly preferred.
• Demonstrated experience building, managing, and improving a formal system testing framework (UAT, regression, or release testing) and familiarity with SDLC methodologies such as Agile or Waterfall.
• Strong track record and experience working effectively and efficiently across HR functional areas such as Payroll, Compensation, Learning & Development, or Talent Acquisition, and understanding how they intersect with Workday configuration.

Technical Skills

• Working advanced knowledge and understanding of core Workday configuration areas: business process framework, security and domain policies, calculated fields, and report writing.
• Working knowledge and familiarity with Workday's integration landscape (e.g., EIBs, Core/Cloud Connectors, Studio) sufficient to scope integration-related requests and partner effectively with technical teams, even if not building integrations directly.
• Comfort working across multiple Workday modules, such as Core HCM, Compensation, Time & Absence, Talent, and Benefits, at a functional level.
• Strong written and verbal communication skills; able to translate between business needs and technical configuration language, and to influence stakeholders at multiple levels.
• Workday certification(s) in relevant modules (e.g., HCM, Reporting, Security) strongly preferred, additional HR technology certifications a plus.