Talent/Learning PO (Workday)
"• Act as a trusted advisor to Total Rewards leaders
• Provide deep expertise in:
o Performance & Goals
o Succession Planning
o Learning management & experience platforms
o Challenge and guide business stakeholders toward simplified, scalable processes
• Workday Certifications are preferred
• Experience in Business Process setup
• Analysis and Recommendation of new features
• Ability to gather & analyze requirements, collaborate with business, and configure new Workday features
Product Vision & Strategy
• Define and drive the Talent & Learning product strategy
• Build roadmap aligned to:
• Skills-based organization
• Career development & internal mobility
• Leadership pipeline
Domain Leadership
• Deep expertise in:
• Performance management
• Succession planning
• Learning management & experience platforms
• Guide HR to shift from process-driven to skills-driven models
Experience Design
• Design end-to-end employee journeys:
• Career growth
• Learning pathways
• Performance cycles
• Focus on consumer-grade experiences
Solutioning & Delivery
• Partner with solution engineers to:
• Configure scalable Workday Talent & Learning solutions
• Integrate with external platforms (e.g., learning ecosystems, skills platforms)
• Lead prototyping and iterative solution design
AI & Innovation
• Drive:
• AI-powered skill inference and recommendations
• Personalized learning journeys
• Talent insights and workforce planning inputs
Execution
• Own backlog, prioritization, and sprint outcomes
• Drive adoption and continuous improvement"
Workday Talent; Workday Performance Management, Workday Learning, Workday Succession Planning, Workday Functional Consultant, Workday Functional Solution Architect
Role Descriptions: Product Ownership StrategyOwn the Core HR Recruiting product portfolioDefine roadmap acrossHire Onboard Manage Exit lifecycleAlign with enterprise priorities (scale| experience| compliance)Domain ExpertiseDeep knowledge ofCore HR (worker data| org structures| business processes)Recruiting workflows (sourcing offer hire)Simplify complex workflows and eliminate frictionExperience Journey DesignRedesign moments that matterHiring manager experienceCandidate experienceEmployee lifecycle eventsDrive self-service and automation-first mindsetSolutioning DeliveryWork closely withSolution engineersIntegration teamsLead design and prototyping ofRecruiting workflowsCore HR processesEnsure scalable and reusable configurationsAI AutomationDriveAI-enabled recruiting (screening| matching)Intelligent workflows (case management| onboarding)Partner with tools likeWorkday AI SANA integrations (as applicable)Execution GovernanceOwn backlog and prioritizationEnsure alignment withData governanceSecurity modelsIntegration standards Essential Skills: Product Ownership StrategyOwn the Core HR Recruiting product portfolioDefine roadmap acrossHire Onboard Manage Exit lifecycleAlign with enterprise priorities (scale| experience| compliance)Domain ExpertiseDeep knowledge ofCore HR (worker data| org structures| business processes)Recruiting workflows (sourcing offer hire)Simplify complex workflows and eliminate frictionExperience Journey DesignRedesign moments that matterHiring manager experienceCandidate experienceEmployee lifecycle eventsDrive self-service and automation-first mindsetSolutioning DeliveryWork closely withSolution engineersIntegration teamsLead design and prototyping ofRecruiting workflowsCore HR processesEnsure scalable and reusable configurationsAI AutomationDriveAI-enabled recruiting (screening| matching)Intelligent workflows (case management| onboarding)Partner with tools likeWorkday AI SANA integrations (as applicable)Execution GovernanceOwn backlog and prioritizationEnsure alignment withData governanceSecurity modelsIntegration standards Desirable Skills:
Never miss an opportunity! Create an alert based on the job you applied for.
