REMOTE POSITION- Program Manager with Change Management, Workday, migration, UAT Testing, and G Suite (Req#2479-1)

My name is Manish Aswal and I'm working as a Sr. Technical Recruiter at First Tek. We are currently sourcing No C2C only W2. REMOTE POSITION- Program Manager with Change Management, Workday, migration, UAT Testing, and G Suite (Req#2479-1) Kindly share your resume if comfortable with the following job description.

Data migration, testing, test cases, UAT, change management, workday, AWS is not mandatory, G suite,

google sheets, global exp. 5+ minimum to 15 years. , 3 big projects in data migration, west coast first preferred, rockstar for other time zone.

3 MIGRATION projects exp. is mandatory

6 months remote contract

1. They don t need 5 years as a Program Manager specifically

The JD clearly says:

Candidate profile and required skills

Core requirements:

• Strong change leadership skills; ideally 2 3 major companywide change initiatives, not just small localized changes. 5 years of experience total.
• Solid program/project management experience (tracking, coordination, risk awareness) in complex environments.
• Excellent communication skills (verbal and written), including the ability to craft clear, concise change communications.
• High accountability, selfmotivation, adaptability, collaboration, and problemsolving skills.

Domain preferences:

HR/Workday background is strongly preferred; understanding HR processes and Workday improves effectiveness in this role.

• Experience with Workday AWS migration is a strong plus, but other largescale system migration experience is also valuable.
• Familiarity with UAT/testing fundamentals is needed; deep technical expertise is not required because there is a dedicated Technical PM.
• Tools, work model, and culture
• Tools: primarily Google Suite (Sheets for project tracking, Docs for documentation and information sharing, Meet for remote meetings) and Workday.
• Work model: fully remote role; most stakeholders are also remote, so working with distributed teams is normal.
• Time zone: open to various time zones, but Pacific Time hours are preferred for effectiveness given most stakeholders are on PT.

Here are the notes:

Meeting notes:

Role: Program Manager Talent Team (Change & Project Management Workday to AWS Migration)

Purpose:

Provide an overview of the Program Manager role on the Talent team, clarify expectations around change management, project management, and testing, and align on hiring process, timelines, and logistics.

Role and org context:

Lori introduced herself as a Program Manager on the Talent/HR team, responsible for large, complex, crossfunctional initiatives across Talent, Tech, Finance, and Workplace Services.

• The new hire will support a major initiative: migrating Workday HR systems from Workday s private cloud infrastructure to AWS public cloud, in a techdriven, fastpaced environment with a people over process culture.
• Workday AWS migration overview
• Workday is moving all customers from its private data centers to AWS; Workday performs the technical migration, but the company is responsible for testing, integrations, and change management.
• The migration will impact the entire global population: all employees, contingent workers, subsidiaries, vendors, and any user or system that accesses Workday (e.g., browser bookmarks, saved URLs like myworkday.com, apps, integrations).
• After the April 18 hard cutover date, existing URLs, bookmarks, and integrations pointing to Workday will no longer work and must be updated; up to 24 hours of Workday downtime is expected during the cutover weekend.

Key responsibilities of the new Program Manager

1. Change management (top priority)

• Own and lead the overall change strategy for the migration across the global organization.
• Identify key personas and audiences, understand how and when they are impacted, and design the communication and rollout plan (timing, channels, and messaging).
• Ensure companywide awareness of URL changes, downtime, and required user actions; make sure managers, employees, and vendors are prepared for cutover and any constraints around events needing Workday access.

1. Project/program management

• Track timelines, scope, deliverables, and crossfunctional workstreams across Talent, Tech, Finance, Workplace Services, and other partners.
• Coordinate alignment among workstream owners, run recurring syncs, and ensure teams understand their responsibilities and are working together effectively.
• Focus on progress tracking rather than heavy process: scope and timelines are largely known, but there is still some ambiguity and a need for strong ownership and followthrough.

1. Testing and UAT responsibilities

• Partner with the Technical PM and Tech team (who own technical, automated, and manual testing) while the Talent team owns functional, endtoend testing.
• Define and drive endtoend test scenarios across the entire employee lifecycle (recruit hire inrole processes retire alumni).
• Work with Talent stakeholders to:
• Write test scripts that reflect real endtoend scenarios.
• Assign appropriate testers across Talent teams (recruiting, talent management, talent operations, etc.).
• Track test execution and progress.
• Collaborate with Tech to identify risk areas (custom code, higherrisk integrations, areas without automated testing) and ensure adequate coverage.
• Bring curiosity and critical thinking to validate the testing strategy, ask whether we are doing the right things at the right time, and probe for gaps.

1. External engagement / lessons learned

• Ideally, proactively connect with Workday reference clients who have already completed the migration to AWS.
• Lead or participate in conversations to understand how other companies approached change management, what challenges they faced, and what they would do differently, then incorporate those lessons into this program.

1. Stakeholder management and collaboration

• Manage highly crossfunctional relationships, bringing together various teams (HR/Talent functions, Tech, Finance, Workplace Services, vendors) and ensuring they understand their roles in the migration and change plan.
• Operate in a techled program structure: a Technical Program Manager runs the overall migration, with major workstreams under them (HR/Talent, Finance, etc.), and this role sits as a dottedline lead for the Talent workstream, coordinating subteams such as Recruiting, Talent Management, and Talent Operations.

• Culture: very fastpaced, low formal process, high ownership, and people over process ; the person must be comfortable with limited structure, receptive to feedback, humble, and able to navigate ambiguity.

Interview and hiring process

Stage 1: Hiring manager interview with Lori (focus on overall fit, change leadership, and program management experience).

Stage 2: Two secondary interviews:

Another Program Manager on Lori s team (focus on program management and change management depth).

The Technical Program Manager leading the overall migration (focus on collaboration, stakeholder alignment, and how the candidate will partner with the technical lead; not a deep technical screen).

No technical takehome exercise is currently planned.

Lori s preference is to have the new Program Manager onboarded before the end of the year to allow sufficient rampup time before April 18 and to reduce reliance on her as she transitions off the daytoday.

Sourcing and next steps for recruiting

Industry is flexible: HR and Workday systems experience matter more than media or retail background, despite the company s media/entertainment context.

Project Overview & General Notes:

- Workday (private SaaS/data centers) moving to AWS (public cloud) for improved reliability, security, and scalability

- Primary Focus: Change management, testing, and communications rather than traditional program management

- Collaborate with all talent teams, TTE, finance, and other impacted groups to identify integration changes

- Develop and execute test scripts; oversee user acceptance testing

- Create and implement a comprehensive communications plan for affected stakeholders

- Ensure all impacted personas are identified and engaged in the change process

- Need someone who understands the client culture of "people over process" but maintains rigor while remaining flexible and dynamic to work in environments less comfortable with rigor

Must Haves:

- Change Management: Demonstrated expertise in leading organizational change, especially in HR migrations.

- Communication: Highly effective in both verbal and written communication.

- Holistic Thinker: Able to connect dots, identify gaps, and drive cross-functional collaboration.

- Flexible & Rigorous: Can work effectively in dynamic, evolving environments.

- HR Experience: Familiarity with HR systems and processes is essential.

- Testing & UAT: Experience in use case identification, test script writing, and user acceptance testing.

- Proactive: Able to anticipate needs and engage with stakeholders, including other Workday clients.

- Technical Depth: Not required to be deeply technical (there is a technical PM on the project).

Thanks & Regards,

Manish Aswal| Sr. Recruiter | First Tek, Inc.

Phone: x 610 | Direct: ( | Fax:

|

371 Hoes Lane, Suite 201, Piscataway, NJ 08854

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