Workday Learning SME(some travel involved not sure where yet would guess FL)

• 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

JD

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.