Workday Consultant

Mega Cloud Lab•Hercules, CA

22h•Onsite

About The Position

The Workday Consultant will lead a strategic feasibility assessment of migrating the enterprise HR technology landscape from SAP SuccessFactors to Workday. The role evaluates business value, technical complexity, risks, and long-term implications, then provides evidence-based recommendations and a practical transformation roadmap for senior leadership. The assessment covers current HR applications and processes, integrations, data architecture, security, reporting, and third-party platforms. The consultant will develop future-state architecture options, integration and data migration strategies, a comparative business case and five-year total cost of ownership analysis, and a phased implementation roadmap. The role also recommends governance, testing, validation, change management, stakeholder engagement, and implementation assurance approaches. The consultant works with HRIS teams, integration specialists, vendors, and system integrators, and presents architecture options, trade-offs, investment requirements, and recommendations to HR, IT, Finance, and executive leadership. The position is based onsite in Hercules, California.

Requirements

12 or more years of experience in HRIS, HR technology, enterprise applications, or digital transformation.
At least 5 years of experience in Workday solution architecture.
Proven experience with global, multi-country Workday HCM implementations, transformations, or migrations.
Experience with multiple full-cycle Workday implementations; experience involving migration from SAP SuccessFactors is preferred.
Strong hands-on knowledge of SAP SuccessFactors, including Employee Central, Compensation, Performance and Goals, Succession, Calibration, and Learning.
Deep understanding of Workday HCM, Talent Management, Compensation, Performance, Reporting, and Analytics.
Extensive enterprise integration architecture experience, including Workday integration tools, middleware platforms, REST/SOAP APIs, and third-party system connectivity.
Experience integrating HR platforms with payroll, time and attendance, recruiting, onboarding, and other enterprise applications.
Strong knowledge of HR data migration, data quality management, historical data conversion, archival, and retention strategies.
Experience assessing enterprise security, privacy, regulatory compliance, and validated-system requirements, including 21 CFR Part 11 where applicable.
Ability to develop business cases, evaluate technology investments, perform total cost of ownership analysis, and present strategic recommendations to senior executives.
Experience managing vendor and system integrator relationships and facilitating cross-functional stakeholder discussions.
Strong analytical, problem-solving, communication, presentation, and documentation skills.

Nice To Haves

Workday certification in HCM, Integrations, Payroll, or Talent Management.
Experience leading SuccessFactors-to-Workday feasibility assessments or enterprise HR platform migrations.
Experience in regulated industries, particularly life sciences, pharmaceuticals, healthcare, or other compliance-intensive environments.
Familiarity with GDPR, global data residency, audit requirements, and computer system validation.
Experience with enterprise architecture frameworks, transformation governance, and technology investment planning.

Responsibilities

Analyze the current SuccessFactors landscape, including Employee Central, Compensation, Performance, Goals, Succession, Calibration, Reporting, and Learning, as well as connected HR applications and integrations.
Compare existing HR processes with Workday HCM, Talent, Compensation, Performance, and Reporting capabilities; identify gaps, customization requirements, and opportunities for standardization.
Develop future-state architecture options covering application boundaries, integration patterns, technology dependencies, and simplification opportunities.
Assess existing interfaces and classify them as retain, rebuild, or retire; define target integration architecture using Workday integration tools, middleware, APIs, and other appropriate technologies.
Evaluate the migration impact on payroll, time and attendance, recruiting, onboarding, Learning, and other connected platforms, and recommend which applications to retain, replace, or integrate.
Define employee data migration strategies covering historical and effective-dated data, cleansing, archival, retention, reconciliation, and validation.
Assess role-based security, access controls, privacy, GDPR, data residency, auditability, and regulatory requirements, including validated-system considerations where applicable.
Develop comparative business cases covering implementation costs, licensing, integrations, ongoing support, resource needs, timelines, risks, and five-year total cost of ownership.
Create a weighted evaluation framework, risk register, dependency analysis, and evidence-supported go/no-go recommendation.
Establish a phased transformation roadmap aligned with contract renewal dates, business-critical periods, organizational priorities, and other transformation initiatives.
Recommend governance, testing, validation, change management, stakeholder engagement, and implementation assurance strategies.
Present architecture options, trade-offs, business benefits, investment requirements, and recommendations to HR, IT, Finance, and executive leadership.
Collaborate with internal HRIS teams, integration specialists, vendors, and system integrators, providing architectural guidance and mentoring throughout the assessment.
Produce the assessment deliverables, including architecture and application inventories, fit-gap analysis, integration architecture, third-party impact recommendations, data and compliance strategies, cost and risk analyses, roadmap, governance approach, and executive presentation.