Workday HCM Consultant | (Headcount Planning EXP Must) | 100% Remote | (#UM) (#CH) (#ANB)

Overview

Remote
Depends on Experience
Accepts corp to corp applications
Contract - W2
Contract - Independent
Contract - 12 Month(s)
No Travel Required

Skills

Workday
Headcount
HCM

Job Details

Workday HCM Consultant - Exp with Headcount Planning Must

100% Remote

Long term Contract

10-15 years Exp Must

Job Description

The work is related to Workday HCM Headcount Planning. I must stress that this is NOT Adaptive workforce planning, but the older HCM headcount planning, which was more in play before the Adaptive acquisition.

Based on the scope below, we are looking for a contractor to deliver this scope, that has implemented this functionality before (with examples of such work). We would need estimates and timeframes to be provided by the contractor. We are quite budget sensitive on this. In addition to delivering the scope, we need to contractor to work alongside some of our consultants to upskill them, so that they can support this after completion.

We would need this scoped, estimated and costed by absolute latest COP Monday!

Scope: Move from current process to future process, as per below:

Current Process

Offline:

  • Hiring Manager informs HR about the need for a new position.

In Workday:

  1. HR creates the position.
  2. Manager initiates the job requisition.
  3. Recruiter posts the requisition.

Future Proposed Process

The goal is to shift the entire process (at minimum) into Workday.

  1. Manager submits a request via the Submit Headcount Plan BP.
    • They should have access to view their department s current headcount, members, positions, and requisitions.
  2. HR receives the request.
    • HR runs a report to view headcount/positions/requisitions across the entity.
    • HR submits the consolidated request.
  3. Head of Department reviews and approves.
    • They should have access to the same headcount planning report.
  4. HR Executive reviews and approves.
    • Should also have access to the headcount planning report.
  5. Local-specific approvals (already existing in Create Position BP):
    • Entity 1 CEO approval
    • Entity 2 General Manager approval
    • Entity 3 CEO approval
    • All should have access to the headcount planning report.
  6. Once fully approved:
    • We aim to bypass the Create Position step and directly initiate the Start Job Requisition BP, creating the position as part of that process.

Key Concerns

  • How can we link the Submit Headcount Plan and Start Job Requisition BPs effectively?
  • A Job Requisition will be created by the Manager, but HR will still retain initiation access.
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