Compassion International’s Post

Ahhh, I forget to add #ITOps, #ITRisk, #ITGC, #ThirdPartyRisk, #SOXCompliance to my candidate pipeline list. DM me if you'd like an intro!

Hey HRIS Director! Workday® implementation, or adding a major new module, keeping you up at night? (Let's be real, most of you are either doing it, planning it, or wishing you were) Here’s 3 game-changing tips to transform your HRIS today 👇 (no fluff, just pure, actionable gold) 1. Ditch the Purple Squirrel Hunt Stop chasing unicorns with those impossible job descriptions.  You're not building a fantasy football team - you're running a real-world HRIS. ✅ DO: Hire for core competencies. Train for the rest. ❌ DON'T: Expect candidates to tick every disconnected Workday checkbox. Adaptability trumps a laundry list of impossible skill combinations or qualifications any day. • HCM, Security, BPs, and reporting - a fairly common set. • Add Recruiting, L&D, AdvComp, PRISM, or Integrations? Now it's tough. • Throw in a 3rd party system like Greenhouse or Jobvite? Purple squirrel territory. • Asking for 6-8 years experience or an MBA for an analyst role? Get real. • Demanding all that + a college degree or MBA? Ridiculous (and unnecessary) That unicorn employee who just left? They became a unicorn at YOUR company. You’ve a better chance of winning the lottery than finding that bundle again in a person suitably located, looking for a new role, and happy with the salary you’re offering. 2. Rethink Your Talent Strategy Balking at $190/hour consultant rates? I get it. But let's reframe this. ✅ DO: Build a team of specialists rather than seeking one generalist. ❌ DON'T: Sacrifice quality for a lower hourly rate. $190/hour for access to a full team of true experts? That's the market rate….but you should not pay that for Newbies. Individual consultants might be cheaper, but beware of those $100/hour "purple squirrels". Chances are they’re backed by fake resumes and AI-supported interviews. A "better" HCM specialist + a "better" recruiting specialist  + a "better" reporting specialist? ↳ that’s a team that beats one "good" generalist purple squirrel any day 3. Outsource the Tedium Your team's drowning in tickets, especially around those bi-annual releases? Throw them a lifeline. ✅ DO: Outsource routine ticket handling. ❌ DON'T: Keep your top talent bogged down in mundane tasks. Your best staff want to grow the system's capabilities, not figure out why Tom's son's benefits didn't start. Sure, they'll do what it takes to be team players... for a while. But there's a natural end to that enthusiasm.  Then you lose them. Freeing your team from the ticket grind lets them focus on value-added work. It's not just about efficiency  - it's about unlocking your team's potential and keeping them engaged. There you have it. Three no-nonsense ways to level up your HRIS game, starting today. No more purple squirrel chases. No more budget-busting consultant fees. No more wasted talent on tedious tasks. Just a leaner, meaner, more efficient HRIS operation.

🌟 A Call for Transparency: The Unspoken Challenges of HRIS Managers 🌟 During a few recent conversations with HRIS Managers, I stumbled upon a truth that is seldom discussed in the open corridors of our workplaces, yet it casts a long shadow over the efficiency and well-being of our HRIS teams. It's about the silent battles they fight behind the scenes 🤫, especially concerning the excessive time spent on creating manual reports 📊 - a reality that often goes unnoticed by leadership. HRIS Managers are the architects 🏗 behind the seamless operation, management, and maintenance of the HRIS, ensuring that data not only flows efficiently but also supports strategic decision-making. However, beneath this veneer of efficiency lies a struggle that is rarely acknowledged: the immense amount of manual labor involved in reporting tasks that should, in this day and age, be automated ⏱. This revelation raises an important question: Why is there a lack of transparency about the real challenges HRIS Managers face? The answer, though complex, points towards a culture of 'getting things done at all costs,' where the true extent of one's workload is often masked, lest it be seen as a sign of inefficiency or a lack of capability. This silence is detrimental not only to the HRIS professionals themselves, leading to burnout and dissatisfaction 😔, but also to the organization at large, which remains unaware of the pressing need for system improvements and automation. The issue at hand is not about questioning the dedication or capability of HRIS Managers. It's about creating an environment where transparency is valued over the veneer of perpetual smooth sailing 🛳. Leadership needs to be aware of the intricacies involved in managing HR systems and the hidden costs of manual processes. This awareness can pave the way for investments in technology that can automate mundane tasks, freeing HRIS professionals to focus on strategic initiatives that add greater value to the organization 🚀. It's time for a shift towards greater openness about the challenges faced by HRIS teams. Such transparency will not only foster a culture of trust and support ❤️ but also enable our organizations to more accurately assess where investments in technology can make a significant impact. Let's advocate for an environment where the hard work and challenges of HRIS Managers are recognized, and their feedback is seen as a valuable tool for organizational growth and improvement 🌱. If you have any stories to share about your own HRIS journey please share, so other HRIS professionals know they're not alone in what they're going through. And by the way, if you're an HRIS Manager or Analyst that needs a better way to turn your HRIS data into instant reports and dashboards to help make your life easier, check out Employee Cycle or hit me up directly for more info. #HRIS #Leadership #Transparency #Automation #StrategicHR ✨

🚀Navigating the Transition from PeopleSoft to Workday: A Business Analyst's Perspective In the dynamic world of HRIS (Human Resources Information Systems), the migration from PeopleSoft to Workday represents a significant shift towards cloud-based efficiency and innovation. As a business analyst, I've had the unique opportunity to lead and participate in this transformative journey, and I'd like to share some key insights and best practices gleaned from my experience. #PeopleSoftToWorkdayTransition involves more than just a technological upgrade; it's a strategic move that impacts organizational culture, process optimization, and data management. Here are a few critical areas where focused analysis and planning can make a substantial difference: Stakeholder Engagement: Effective communication with stakeholders is crucial for aligning expectations and facilitating smooth change management. Data Integrity: Rigorous data cleaning and validation are essential to ensure seamless data migration and system functionality. Customization vs. Configuration: Understanding the balance between customizing Workday to fit unique business processes and leveraging its out-of-the-box configuration can optimize performance and reduce long-term maintenance. Training and Support: Comprehensive training programs and ongoing support mechanisms are key to ensuring user adoption and maximizing the value of the new system. Transitioning from PeopleSoft to Workday is not just an IT project; it's a strategic business initiative that can enhance global visibility, improve decision-making, and foster a more engaged and empowered workforce. I'm keen to connect with fellow professionals who are navigating this journey or considering the shift. Let's exchange ideas and experiences to pave the way for successful transformations in the HRIS landscape. #BusinessAnalysis #HRISTransformation #Workday #DigitalInnovation #ChangeManagement #businessanalyst #ALP #workdayhcm #peoplesoft #opentowork #hiring

Reflections on Promoting Data Excellence in Human Resources: Insights from Zomba, Malawi My recent journey to Malawi to support the People & Culture team was an enlightening experience, filled with collaboration and shared insights aimed at enhancing HR capabilities. Throughout my presentations, I emphasized the critical role of streamlining business processes through Workday, emphasizing its pivotal position as the singular source of truth for documentation and HR operations. In our discussions, we delved into the imperative of leveraging Workday for various business processes, highlighting its efficiency and reliability in maintaining accurate records and facilitating seamless workflows. By centralizing data and standardizing processes, organizations can amplify efficiency, accuracy, and transparency across HR functions. A crucial aspect of our dialogue revolved around Workday's robust audit trail capabilities, underscoring the significance of data integrity and compliance. We explored the value of conducting data audits and implementing cleansing practices to ensure data accuracy and reliability, thereby fostering confidence in decision-making and regulatory compliance. Furthermore, our collaboration with Sycamore Consult Ltd. added another layer of value to our engagement. Their emphasis on collaboration, innovation, and customized training services aligned seamlessly with our objectives. The intensive intermediate Excel training they provided directly complemented our efforts toward HR data optimization and digital integration strategy. As the contemporary HR function increasingly relies on data analysis, manipulation, and interpretation skills, proficiency in tools like Excel, Tableau, Power BI, or SQL becomes indispensable. Developing proficiency in these tools not only enhances individual value but also enables meaningful contributions to data-based decision-making processes. Overall, my trip to Malawi was more than just a knowledge-sharing endeavour; it was a testament to the power of collaboration, learning, and growth. Witnessing the passion and dedication of the HR team in Malawi was inspiring, and I am optimistic that our discussions will catalyze their ongoing efforts to optimize HR operations and drive organizational success. Harold Mnjuzi Lordwell N. #Workday #CapacityOptimization #DataCleaning #DigitalHR #DataProficiency

Career Crossroads: Project Management to HRIS Hi everyone! I'm at an exciting turning point in my career and seeking some valuable advice from my network. As many of you know, I've spent the past 8 years as a project manager, enjoying the challenge of leading teams and delivering successful projects. However, I've recently discovered a growing passion for the world of HRIS and the impact it has on organizations and individuals alike. This passion has led me to explore transitioning my career into HRIS. My background in IO Psychology provides a strong foundation in understanding human behavior and organizational dynamics. I'm also actively developing my technical skills through online courses, such as Workday Basics and Beyond Basics. However, I know transitioning careers can be challenging, and I'm eager to hear from anyone with experience in this area. Here are some specific questions I have: What are the biggest challenges you faced when transitioning into HRIS? What advice would you give someone with a project management background looking to enter the HRIS field? Are there specific HRIS specializations or certifications that would be particularly valuable for me? What resources or communities would you recommend for learning more about HRIS and connecting with professionals in the field? I'm open to any insights, advice, or stories you might have! Feel free to comment below, send me a message, or connect on LinkedIn. I truly appreciate your support as I navigate this exciting career change. #careerchange #HRIS #projectmanagement #organizationalpsychology #advice #networking P.S. If you know of any HRIS professionals or organizations looking for talent, I'd love to connect!

Happy Friday to my LinkedIn Network! 👍 Over the Summer and early September, I had many conversations with my network about the current conditions and lay of the land of the Workday market, particularly in the UK. When asking the question of "What's your opinion of the market?" the overwhelming response was "Quieter than normal" I completely agreed - it was a slightly quieter time which is to be anticipated over the summer months, mainly due to holidays and key decision makers being out of office. Naturally processes are going to take longer or will be withheld until September onwards, However, my reply was always the same - The Workday Market is Extremely Healthy and I do anticipate a busier market towards end of September/early October 👌 Unbelievably, here we now are: Christmas decorations are in shops (much to my annoyance 😩) Neighbours have got Halloween decorations around the front door 🕸️ & I've been asked this week which firework displays i'll be attending 💥 SO, has the market picked up as we were anticipating? = ABSOLUTELY 😍 Here's a snapshot of just SOME of the roles I have available: Perm: Workday Fins System Analyst - UK - Remote - £70-75k Workday HRIS Analyst - Dublin - Hybrid - €70-75k Workday Fins Systems Manager - UK/London - Hybrid - £90-100k Workday Integration Consultant - UK/Poland - Remote - £80k Workday Extend Architect - UK/EMEA - Remote - £Open Workday Extend Lead Developer - UK/EMEA - Remote - £Open Workday Data/Reporting Analyst - UK - Hybrid - £65-70k Workday UK Benefits Lead (Certified) - UK - Remote - £90-100k Workday HCM Functional Lead - UK/EMEA - Remote - Open Workday HCM Recruiting/Onboarding Lead - UK/EMEA - Remote - Open Workday Core Compensation Lead - UK/EMEA - Remote - Open Workday Integrations Architect - UK - Hybrid - Open Workday P2P or R2R Lead - UK - Remote - £80-90k Workday Financials Sol Architect - UK - Remote - £100k Workday HRIS Analyst (Fixed Term Contract 12m) - London - Hybrid - £70k Contract: Workday Extend Architect - UK/EMEA - Remote - £Open Workday Extend Lead Developer - UK/EMEA - Remote - £Open Workday Financials Architect - UK - Remote - £Open Workday PM/EM - UK/London - Remote - £Open Workday Fins/Adaptive Lead - UK - Sporadic travel - £Open Workday Certified Accounting Center - Anywhere - Remote - £Open For information about Any of these roles - please reach out to me 📞📩

Imagine you’re a Security Administrator at a multinational corporation using Workday HCM. You need to manage access for the Finance department, ensuring that only authorized personnel can perform specific tasks such as creating and editing cost centers. Step 1: Creating Role-Based Security Groups ->First, you set up a role-based security group named "Cost Center Administrators." ->This group includes members from the Finance team who are responsible for managing cost centers. ->By defining this role-based security, you ensure that only designated users have the permissions needed to add, edit, or deactivate cost centers. Step 2: Intersection Security Groups ->To further refine access, you create an intersection security group combining the "Cost Center Administrators" with a location-based security group. ->For example, this intersection could be for users in the European office, ensuring that only those in specific locations have access to cost center data relevant to their region. Step 3: Aggregation Security Groups ->You also utilize aggregation security groups, which combine multiple security groups. ->This allows members of any included security groups to access shared resources without modifying individual permissions frequently. ->This setup provides flexibility and scalability as organizational needs evolve. Step 4: Implementing Changes and Managing Access ->When a new Finance employee joins the team or an existing member transitions to a different role, updating their security group membership ensures they have appropriate access levels. ->For instance, when a Sales Ops employee moves to Marketing, their access to sensitive sales compensation data is automatically revoked once they leave the "Sales Ops" security group. Important: Change Management and Security Effective change management requires maintaining a balance between securing sensitive data and ensuring usability. Here are a few best practices to keep in mind: ->Regular Reviews: Periodically review user-based security groups to ensure that employees only have access to data necessary for their roles. ->Simplified Security Structure: Avoid overly complicated security groups with numerous intersections and exclusions. Simplify wherever possible to reduce administrative overhead and potential errors. ->Compliance Monitoring: Keep track of changes in security configurations to stay compliant with regulations like GDPR. Ensure all modifications are documented and approved by management. By strategically utilizing Workday’s security groups, you can safeguard your data while enabling seamless transitions and maintaining productivity during periods of change. For more detailed insights on managing Workday security effectively, check out some resources in the comments Stay secure and keep evolving! Be a workday Rockstar!! #workday #workdayhcm #workdaytraining #learnworkday #Trainonworkdayhcm

If you’re about to start a Workday implementation or looking at building out your internal HRIS team, there's often an expectation that the initial HRIS Analyst/Manager on the team will juggle both integrations and hands on configuration tasks. Finding dual expertise for configuration and integration isn't unheard of, but it's quite rare. More often than not, these responsibilities fall into two separate categories: one leans towards the technical side, building integrations from scratch and providing a smooth data flow, while the other focuses on the functional side, making sure configurations meet organizational needs. Recognizing the difference early on will 100% help your hiring strategy. If you're unsure what's a realistic expectation when factoring in budget, years of experience, and other key considerations – let's set up a conversation. 📧 JM@haleinternational.com 📲 917 810 4957 #Workday #WorkdayHiring #WorkdayImplementation

Seeking Hands-On Workday Configuration Experience: Open to Pro Bono Work for 3-4 Months Hello LinkedIn Community, this is actually my first post, and one that I’ve put some considerable thought into posting. If you know me, please make an effort to read (and perhaps comment). If you don’t know me, let’s connect! My Challenge: Since being part of a large layoff in 2023, my profile has generated significant interest. My skills are solid. However, a common hurdle I have faced multiple times (I’ve now lost track) is the “lack of current hands-on Workday configuration experience.” Despite my role as a Senior HRIS Systems Analyst during a large-scale implementation, and having a skillset that matches job descriptions close to 90%, this gap has become my Achilles heel. I’m doing my best to remain hopeful, despite a growing sense of anxiety and self-doubt about my Workday qualifications. I don’t apply for positions that mention “configuration,” yet the question still comes up. My Goal: I’m eager to keep learning and developing. I’m pursuing my Workday Pro Certification at my own expense. Job searching is soul-crushing, but I believe in taking proactive steps to bridge experience gaps. For me, the goal is to find a pro bono opportunity as a way to take back control and rewrite my next professional chapter. It will also provide a way to collaborate with other Workday professionals. What I Offer: I am offering my services pro bono to organizations needing an extra set of hands for Workday configuration tasks, preferably within HCM, Recruiting, Talent, or Integrations. If your team could benefit from a dedicated and eager individual for a short-term period, please reach out. What I Bring to the Table: 1. Workday Knowledge: Extensive experience in HCM, Talent & Performance, with a deep understanding of backend system functionality and business process interdependencies. 2. Project Management: A successful track record in planning, executing, and leading cross-functional teams to achieve project goals. 3. Business & Systems Analysis: Skilled in requirements elicitation, documentation, and translating business needs into technical specifications. 4. Change Management: Expertise implementing strategies to ensure smooth adoption of new systems, processes, and user enhancements. 5. Communication: Proficient in facilitating design sessions, managing stakeholder expectations, and creating comprehensive training materials and presentations to support knowledge transfer and organizational change. Recommendations & Endorsements: I would humbly appreciate any recommendations from my professional contacts who can attest to my skills, enthusiasm, work ethic, and my ability to master configuration-related tasks quickly. * Note that while I am fully committed to providing value during a pro bono engagement, I will also be actively seeking permanent employment. I will ensure any transition will be managed smoothly and professionally. Respectfully, Tom