Keylime Consultants’ Post

So I keep seeing position postings for things like Workday HCM Core Module Lead. I'll see them posted 2-3 times in a row for several weeks to a month, and they will have no applicants. Workday requires you to work for a corporate sponsor in order to get certified as a Workday professional, but you can't work for these companies unless you're a Workday certified professional... It seems like a simple solution, but where are the companies looking for HR professionals who want to move into a functional consulting role with Workday, or Kronos UKG, or any other HRIS system and are willing to have them train to do it while working there? I have been an HR professional for a few years now, and I have used both Kronos and Workday. I have a starting point, but I need the extra bit of training to make it as a consultant on them. It wouldn't take much for a company that really needs these positions to set up a program where they hire experienced professionals who want to move into that career area, give them access to the needed training and a timeframe for certification (maybe 6 months after hire to be fully certified), and allow them to use work time to work on it. That would give them a pool of up and coming talent in those fields that they then don't have to search out and beg to come to work! I know for myself, I would be extremely grateful to the company that would do that, and I would focus my time on them instead of going out and looking for the next big thing right off the bat. You want a service agreement for after certification? No Problem! That would be the least of my worries for the opportunity! So where are these companies?

Reposting the permanent Workday jobs below. #workday #workdayjobs

Understanding Workday HCM: Job vs. Position In the realm of Human Capital Management, clarity in structure is key to effective workforce management. Today, I want to shed light on a common area of confusion in Workday HCM— the difference between a "job" and a "position." 🔹 Job: Think of a job as a template. It's a broad category that encompasses specific roles within an organization, defining responsibilities and required skills that are consistent no matter who fills the role. For instance, the job of "Software Engineer" outlines qualifications and duties applicable across the board. 🔹 Position: This is where specificity comes into play. A position is a specific instance of a job, tailored to particular conditions like location, department, and whether it's full-time or part-time. Each position, such as a "Software Engineer" in the New York office, is unique, with its own reporting line and specific nuances. Why does this matter? Understanding the distinction helps in better planning and managing your workforce. Whether you're recruiting, managing personnel, or structuring your organization, recognizing these nuances in Workday HCM can enhance your HR strategy. For those learning Workday HCM, how has distinguishing between jobs and positions impacted your HR processes? Let’s discuss below! 👇 #workdayhcm #humanresources #workforcemanagement #hrmanagement #jobvsposition

 Elevating HR Solutions with PeopleSoft HCM and Workday! In today's fast-paced world, businesses need agile and efficient HR systems to stay ahead. Leveraging PeopleSoft HCM and Workday can transform your HR operations, streamline processes, and enhance employee experience. PeopleSoft HCM: A robust solution for managing global workforce data, it offers unparalleled flexibility and customization. From core HR functions to advanced analytics, PeopleSoft HCM provides the tools needed to drive strategic workforce decisions. Workday: Known for its user-friendly interface and powerful analytics, Workday excels in delivering real-time insights and automating HR tasks. Its cloud-based platform ensures seamless integration and scalability to meet the evolving needs of modern businesses. Whether you're looking to implement a new system or optimize an existing one, the combination of PeopleSoft HCM and Workday can lead to transformative results. Let’s discuss how these solutions can drive efficiency and innovation in your HR processes! #HRTech #PeopleSoftHCM #Workday #HRTransformation #CloudSolutions #PeopleManagement #WorkforceOptimization #BusinessInnovation #DataDrivenHR #DigitalTransformation #FutureOfWork

Reposting for my network. You know the drill. Share share share

Are you ready for Part II? Good, because here it is 👇 We've been interviewing the experts, and in this instalment, we spoke to Ānand Iyer about all things Workday Implementations. Ānand is a Global HRIS Director and Workday implementations expert, so we spent some time gaining useful insights to share with you. In part II, you can find out... ✨ The biggest challenges you'll face with a Workday implementation, and how to overcome them ✨ The most important post-implementation considerations ✨ What the future holds for Workday implementations ✨ ...and more. Check out the article below, and if you haven't had the chance to catch Part I yet, head over to our website to read more. www.focusonwd.org #focusonwd #workday #workdayimplementation

Some updated Workday roles we are working on. ⏬ Scroll for roles ⏬ Please keep in mind that I may refer you to someone on my team to discuss a role. I don't cover every role anymore but have a wide reach, so I post it all to help the team. I know all the roles well but can only speak to some people who reach out. My position at GQR has shifted to a heavier contract recruiting focus across Partners and Customers, so WD implementer-certified and client-side consultants. I will still work permanent FTE roles often, but I must be selective since I am needed more on contracts. But I will introduce you to a team member if I can't speak to you on a perm opportunity with us. Also, I am being asked to do business development now, so if any of you hiring managers out there need strong Workday/HRIS talent and can't quite find it or keep it around. We should chat about how GQR can help - we can deliver on any need if given the opportunity. Elias.Steward@gqrgm.com Roles❗ 1️⃣ PERM, Remote ➡ HRIS Analyst, 100K base - HCM/Recruiting/ideally Benefits ➡Workday ERP Manager, 200-250K base - HCM&FINs, 75% strategic, 25% hands-on) (East Coast, quarterly travel) ➡Workday Analyst, 100-125K base (select states) - Cross-funcitonal, must have HCM/Benefits 2️⃣ PERM, Hybrid ➡Greater NYC - Workday HCM/FINs SME, 250-450K total comp - Strategic and hands-on. Multiple implementations. ➡NYC - 3 x HRIS Workday Analysts, 100-160K base ➡NYC - Senior Workday Manager/Architect, 250-300K total comp ➡Houston - Senior HRIS Analyst, 100-145K base ➡Houston - Workday Reporting Analyst, 100-140K base (Advanced to Composite) ➡Houston - Workday Solutions Architect, 150-185K base (Strategic with hands-on background) ➡Houston - Workday PATT Analyst, 100-115K base ➡Dallas - Senior HRIS Analyst, 100-145K base (HCM/Benefits or Payroll) ➡Los Angeles - Workday Senior Analyst, 100-135K base 3️⃣ Contract These move quickly, and we get them on the Partner and Customer side. It's all about timing. The best way to keep you in mind is for us to connect because most of them are covered/closed by the time I post them. Some of the profiles we've been looking for recently: - FINs Reporting SME - FINS Systems Leader, strong customer side background. Director level. - WD Inventory - Grants - Prism - Extend - Talent/HCM/Payroll/Benefits config, client-side consultant - Workday Trainer/Change Manager - Hybrid WD PMs, NYC & Toronto. Remote as well. - FINs Cross-functional SME, FDM Redesign - Integrations, Okta/Greenhouse/Benefits - Adaptive - Workday FINs SME, WD Divestiture experience #workday #workdayjobs #workdaycommunity #workdaypartner #workdayexperts #workdayconsultant

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

#hiring *Head of HCM Systems (Workday)*, Chicago, *United States*, fulltime #jobs #jobseekers #careers #Chicagojobs #Illinoisjobs #HRRecruitment *Apply*: https://lnkd.in/exdadcKt Passionate about precision medicine and advancing the healthcare industry? Recent advancements in underlying technology have finally made it possible for AI to impact clinical care in a meaningful way. Tempus' proprietary platform connects an entire ecosystem of real-world evidence to deliver real-time, actionable insights to physicians, providing critical information about the right treatments for the right patients, at the right time. As the Head of HCM Systems, you'll take a lead role in implementing, launching and supporting Workday as Tempus' HCM system. Collaborating closely with key leaders and business stakeholders, you will provide invaluable system capability insights, manage project deliverables, and deliver continuous improvement efforts aligned to support an innovative and fast growing AI-enabled precision medicine business. Key Responsibilities: Leadership of HR systems and tools: Responsible for both driving and actively participating in the implementation of our new HCM system (Workday), and overseeing HRIS architecture and integration of ancillary HR systems and tools. Conduct regular audits and partner with COE Leads to anticipate future HR infrastructure needs, serving as a technical advisor in designing new systems or modifying existing ones to meet evolving requirements. Project Delivery: Serve as the primary point person responsible for launching Workday HCM in April 2024. Manage, prioritize, and deliver requests for WD Core HR, Compensation, Recruiting, Talent & Performance, Learning, US Payroll, Reporting & People Analytics, Data Migration, and Integrations while identifying dependencies, opportunities, risk, cost, timeline impacts. Assist with the creation of project plans and deliver within the designated deadlines while ensuring high-quality deliverables. Hands-On Workday Management: Exhibit hands-on expertise in various Workday modules, ensuring solutions are thoroughly documented, communicated, and tested before deployment. Problem Solving: Exhibit the ability to make intelligent risk assessments, navigate complex situations, and understand intricate problems (both technical and non-technical) to bring creative and smart solutions to the table. Ability to identify deviations from critical success paths and escalate appropriately through change management. Continuous Improvement: Stay ahead of current trends and market best practices, leading efforts towards process, tool, and methodology enhancements. Documentation & Change Management: Generate comprehensive internal documentation capturing system processes. Support change management activities through the creation of training materials, user guides, process maps, governance models, and other support resources. Cross Functional