Workday Learning SME/ Consultant

• Workday Learning Functional Expert
• Post-go-live optimizer
• Change management / trainer

Ideal candidate:

• 5 8+ years Workday
• Strong Workday Learning module experience
• Post-go-live optimization experience
• Has worked with clients migrating from legacy LMS
• Comfortable training non-technical teams
• The best person regardless one skillset the systems knowledge and pull out of the hole they dug be affirmative in guidance
• Build what they can maintain and understand

Do not want/wont work :

• Pure technical integration person
• Generic Workday HCM analyst
• Trainer with no config experience
• Someone who only did implementations but not optimization

Status: Workday is live, but Learning workstream is not fully functional or optimized

Workday Learning SME / Consultant who can remediate a failed or incomplete Learning workstream, finalize business process and configuration decisions, and upskill the internal L&D team.

1. Current State & Challenges

• The Learning & Development (L&D) workstream did not land successfully during the Workday implementation.
• There was a fundamental mismatch with the original implementation partner and multiple changes in direction, contributing to the current state.
• The organization moved from multiple legacy systems (including legacy LMS platforms) into Workday, and teams are struggling with:
• Realtime data concepts
• Upstream/downstream impacts of configuration decisions
• Operating in a single integrated ecosystem
• L&D resources are functioning more like legacy LMS administrators, not Workday Learning practitioners embedded in HCM.
• Significant training has already occurred (including a prior failed implementation), but knowledge was not retained or operationalized.

2. Desired Outcome

The client is seeking help to:

• Complete unfinished Workday Learning configuration
• Make and finalize business process decisions
• Stabilize and optimize the Workday Learning module
• Provide bestpractice guidance (including saying this is how Workday works, even if Cornerstone worked differently )
• Ensure sustainable knowledge transfer so the system can be maintained internally

This is not just training it is handson technical remediation and advisory work.

3. Role Profile The Unicorn

The ideal resource would have:

Core Requirements

• Deep Workday Learning experience
• Strong understanding of Workday HCM integration
• Post golive / postimplementation experience
• Experience migrating organizations from legacy LMS platforms into Workday
• Ability to understand and advise on endtoend system impacts
• Confidence to provide affirmative, directive guidance

Nice to Have

• Ability to assess organizational skill gaps and suggest futurestate L&D skill sets
• Strong communication, patience, and coaching mindset

Priority CallOut If tradeoffs are required, the client will prioritize:

System knowledge and the ability to pull the organization out of the hole over pure training or changemanagement skills.

4. Reporting & Team Alignment

• The resource will report under / work closely with the HRIS Director, not the L&D leadership.
• The HRIS team is considered capable and strong.
• Learning expertise internally is limited, which contributed to the issues.

5. Engagement Details

• Duration: Budgeted for 6 months
• Work Model: Fully remote
• Onsite presence is not required
• Travel only if absolutely necessary
• Start Urgency: High interviews targeted quickly once candidates are identified

6. Future Considerations

• Potential extension or conversion to permanent is uncertain.
• The organization is considering a larger HR transformation, but only after Workday becomes stable and optimized.
• Longterm team structure may change depending on performance and outcomes of this engagement.

7. Additional Notes

• This is not a greenfield implementation Workday is already live.
• The client is realistic that the role is a unicorn, but still wants the best possible fit.
• Client leadership is open to removing internal blockers if necessary to enable better decisionmaking and system ownership.
• One existing resource (Mohammed) has been approved for an extension and should not be rolled off.

• Build a candidate profile focused on:
• Workday Learning depth
• Postgolive remediation
• Legacy LMS Workday migration experience
• Source candidates aligned to technical remediation + advisory, not just training
• Present candidates quickly (target end of week / early next week per discussion)

Key Takeaways (Executive Summary)

• This is a postgolive rescue and optimization role, not a standard implementation or training engagement.
• Success hinges on deep Workday Learning expertise, confidence, and systemlevel thinking.
• The client is aligned, decisive, and aware of internal gaps creating strong conditions for the right consultant to succeed.