[Hiring] HR Workday Governance, Integration & Enablement Lead @NielsenIQ

Role Description

This role owns the operating model for how Workday work is requested, prioritized, and delivered across HR. Sitting between HR Centers of Excellence (COEs) and HR Technology, it translates business needs into well-defined requirements, manages dependencies between teams, and ensures Workday investment is sequenced against capacity and aligned to HR’s strategic priorities.

Success looks like: every piece of Workday work coming through a consistent process, the HR roadmap reflecting real priorities and realistic timelines, HR teams building stronger Workday capability over time, and a platform delivering its full potential.

Role Responsibilities:

• Workday Roadmap & Planning:
  • Owns the consolidated cross-HR Workday roadmap — the single integrated view across all COE module roadmaps.
  • Works with COE System Leads and HR Tech to sequence initiatives against capacity and technical constraints, surface interdependencies, and facilitate prioritization decisions when conflicts arise.
  • Meets bi-weekly with COE System Leads to review priorities, incorporating new requests and changes to capacity or technical constraints.
  • Surfaces interdependencies across COEs — for example, where a Recruiting change affects Pre-boarding, or a Core HCM data change has downstream impacts on Reporting.
  • Prepares clear trade-off options when competing priorities arise, facilitating decisions and ensuring outcomes are documented in the roadmap.
• Governance & Intake:
  • Owns the end-to-end process by which Workday change requests are submitted, assessed, and prioritized — from initial intake through to a decision on whether and when work proceeds.
  • Maintains a standardized intake template grounded in problem definition, impacted users, business goals, and success measures — moving the conversation from ‘what we want to build’ to ‘what problem we are solving and for whom’.
  • Facilitates a monthly governance forum with CHRO, COE leaders, and HR Tech leadership to review roadmap status and make prioritization decisions.
  • Tracks adherence to the intake process and ensures smaller enhancements move through the system efficiently rather than sitting in backlogs.
• Operating Discipline & Ways of Working:
  • Establishes clear categories of work — major initiatives, enhancements, break/fix, and BAU — with agreed criteria for how each is handled, resourced, and tracked.
  • Sets required artefacts at each stage: a business requirements brief before any build begins; a test plan with defined owners before any deployment.
  • Defines ownership across HR and HR Tech at every handoff point, so nothing falls between teams.
  • Simplifies delivery paths for lower-risk enhancements without compromising quality; introduces consistent sizing practices so estimates are reliable.
• Stakeholder Forums:
  • Designs and runs recurring forums to keep HR COEs, HR Tech, and senior leadership aligned on priorities, progress, and decisions:
  • Monthly Workday Governance Forum — CHRO, COE Heads, HR Tech leadership: roadmap status and prioritization decisions.
  • Bi-weekly COE System Leads Forum — working-level alignment on upcoming work and cross-COE dependencies.
  • Workday Advisory Board — Market HR and HRBP representatives: voice of the business into roadmap and solution design.
• Enablement & Capability Building:
  • Provides COEs with templates and toolkits for process mapping, role matrices, and workflow documentation.
  • Contributes practical input during design sessions on what Workday can and cannot do natively — helping COE System Leads sense-check designs and avoid unnecessary custom configuration.
  • Works with COE System Leads to sharpen requirements briefs from high-level business needs into something specific enough for HR Tech to size and scope.
  • Runs coaching sessions on requirements writing, test planning, and Workday’s data model; stays current on Workday’s product roadmap and brings recommendations to governance.
• HR–HR Tech Integration:
  • Serves as the primary connection point between HR COEs and HR Tech — ensuring needs are clearly understood on both sides.
  • Maintains clear boundaries between HR responsibilities (requirements, UAT, change management) and HR Tech responsibilities (configuration, technical design, deployment).
  • Identifies and addresses process friction on both sides of the relationship, advocating for improvements wherever they are needed.
• Change Management & User Experience:
  • Maintains a centralized Workday SharePoint site covering roadmap status, ways of working guidance, job aids, and release updates.
  • Provides COEs with standardized templates for change management, training, and communications.
  • Establishes user experience principles ensuring configuration decisions prioritize usability for employees, managers, and HR teams.
  • Tracks Workday usage metrics and NPS, sharing insights to identify where features are underused or further enablement is needed.

Qualifications

• Hands-on Workday experience across multiple modules (e.g. Core HCM, Recruiting, Compensation, Absence, Reporting) — able to engage substantively in requirements and design conversations.
• Experience running governance or program management processes in a complex HR or HR Tech environment, including facilitating decisions with senior stakeholders.
• Proven ability to work across organizational boundaries — bringing together HR, HR Tech, and business stakeholders with different priorities, and producing decisions rather than just discussions.
• Comfortable operating without direct authority — able to influence and hold people to process through relationships and credibility.
• Familiarity with product management principles: defining problems before solutions, measuring outcomes not just outputs, and iterating based on user feedback.
• Knowledge of Workday’s release cycle and product roadmap, with the ability to assess how upcoming features may affect HR’s plans.
• As Workday capability matures, this role can extend to support broader HR systems alignment — applying the same approach across the wider HR technology landscape in partnership with HR Tech.

Benefits

• Flexible working environment
• Volunteer time off
• LinkedIn Learning
• Employee-Assistance-Program (EAP)
• Market-competitive salary with an anticipated base compensation of $165,000-$220,000
• Potential eligibility for a sales-based incentive or performance-based bonus
• Comprehensive health insurance
• Industry-leading parental leave
• Life insurance
• Education support