Workday People Technology Manager - Talent, Performance & Learning

HealthEquity•Remote,

2d•$104,500 - $145,000•Remote

About The Position

The People Technology Manager – Talent, Performance & Learning ensures Talent technology across the employee lifecycle is connected, scalable, operationally sustainable, and aligned with evolving People Team priorities. This role serves as the Workday domain owner for Recruiting, Learning, Performance, Succession, Skills, Compensation-related Talent functionality, and associated team member growth experiences. Partnering closely with Talent Acquisition, Learning, Talent Management, and Total Rewards stakeholders, this role translates People programs into durable, well-governed technology solutions that support both operational execution and long-term organizational growth. Through a consultative and systems-oriented approach, the role helps ensure Talent processes operate cohesively across the platform rather than as disconnected programs or isolated workflows. In addition to hands-on configuration ownership, this role guides the ongoing evolution of Talent capabilities within Workday, identifying opportunities to improve usability, adoption, operational efficiency, automation, and cross-functional alignment. Success in this role is defined by cohesive Talent lifecycle experiences, reliable and scalable platform operations, strong adoption across Talent capabilities, and the platform’s ability to support evolving People programs without excessive customization, fragmentation, or operational rework.

Requirements

7+ years managing and configuring SaaS platforms and 3+ years experience configuring Workday.
Hands-on experience supporting and configuring Workday Talent, Performance, Recruiting, Learning, and/or Compensation-related modules.
Bachelor’s degree or equivalent experience in Human Resources, Organizational Development, Information Systems, Business, or a related field.
Experience partnering with Talent Acquisition, Learning, Talent Management, Total Rewards, or People leadership to deliver enterprise-scale Talent lifecycle programs.
Experience operating in environments where People strategy and technology are deeply intertwined.
Strong understanding of Workday Talent, Performance, Recruiting, Learning, and Compensation capabilities and how they support team member growth, hiring, development, performance, succession, and mobility processes across the employee lifecycle.
Ability to translate People strategy into scalable, system-enabled programs.
Strong systems and product-thinking mindset, with attention to long-term platform evolution.
Comfort influencing upstream program design while remaining grounded in execution realities.
Ability to manage cross-domain tradeoffs and anticipate downstream impacts.
Strong communication skills with the ability to engage credibly with senior leaders.
Experience balancing hands-on configuration with strategic leadership.

Responsibilities

Own the strategy, configuration, and ongoing evolution of Workday Talent, Recruiting, Learning, Performance, Succession, Skills, and Compensation-related Talent capabilities.
Partner with Talent Acquisition, Learning, Talent Management, and Total Rewards stakeholders to translate People programs into scalable and sustainable technology solutions.
Lead the design, configuration, testing, deployment, and operational stewardship of Talent lifecycle functionality across Recruiting, onboarding transitions, Learning, Performance, Succession, Skills, and Compensation-related processes.
Ensure Talent systems and workflows operate cohesively across the team member lifecycle, reducing fragmentation and improving operational continuity between programs.
Identify opportunities to improve user experience, adoption, operational efficiency, automation, and self-service across Talent processes.
Guide Talent stakeholders on platform capabilities, operational tradeoffs, scalability considerations, and long-term maintainability.
Ensure Talent domain configuration aligns with broader platform standards and integrates effectively with Core HCM, Reporting, Experience, and Service Delivery layers.
Partner with other People Technology domain owners to manage cross-domain dependencies and avoid disconnected or duplicative experiences.
Monitor platform health, adoption, support trends, and user feedback to guide continuous improvement and future enhancement opportunities.
Contribute to People Technology governance, release readiness, testing activities, and continuous improvement practices across the Workday platform.