I’m looking for advice from experienced Workday Financials / Accounting Center / Integration architects who have designed similar patterns.

We implemented Workday Accounting Center about two years ago as part of our migration from Oracle to Workday. One recurring use case for us is M&A integration.

When we acquire a company, we need to bring the acquired company's monthly trial balance into Workday Accounting Center on an ongoing basis. The source ERP varies by acquisition — it could be NetSuite, Oracle, Workday, or another ERP.

Our current pattern

Today, we use Workday Studio to:

• Pick up the trial balance file from an AWS location
• Transform and map the source data
• Map the acquired company's accounts and dimensions to our Workday accounting structure
• Send the resulting data through our Accounting Center process

The monthly trial balance volumes are generally not very large, and this is primarily a monthly finance-close process.

The pattern works, but because we need to repeat this for M&A integrations, we're looking at whether there is a simpler, more scalable, and faster-to-implement architecture.

What I'm trying to understand

If you were designing this solution today, would you still use Workday Studio for this type of use case?

Or would you consider other Workday-native patterns such as:

• Accounting Center / Prism ingestion directly
• EIB
• Workday Orchestrate
• REST/SOAP APIs
• A combination of these approaches
• Or an external integration platform with Accounting Center handling the downstream accounting transformation

I'm particularly interested in experiences where the source ERP varies from acquisition to acquisition, but the target Accounting Center model is relatively standardized.

The main drivers for us are:

1. Reducing development effort
2. Accelerating M&A integration timelines
3. Reducing custom Studio development and maintenance
4. Leveraging more of the native Accounting Center capabilities
5. Creating a repeatable integration pattern that can be reused across future acquisitions

For those who have implemented Accounting Center in similar scenarios:

What integration pattern would you recommend if you were starting from scratch today, and why?

Also interested in any lessons learned around file ingestion, account/worktag mapping, error handling, reconciliation, and monthly close processing.

Would especially appreciate perspectives from people who have implemented this at scale across multiple acquisitions.

For those using Workday Financials, how are you leveraging organization roles specifically for reporting access?

Do you find that having a Cost Center Analyst role (or equivalent) is enough for most financial reporting needs, or have you created/used additional roles to provide more granular access?

For example, do you assign separate analyst/reporting roles at the Cost Center, Gift, Grant, Project, Program, or other organization/worktag level?

Would love to hear what your org-role/security model looks like and what has worked well—or become difficult to maintain.

Is the news i am hearing everywhere that Private equity firm Silver Lake is reportedly in talks to acquire Workday for $43 billion to $48 billion ....??

I hope and wish this is Fake news.
I love Workday and what it is about.

someone fill me in

Has anyone built a comprehensive HR data auditing framework in Workday that audits data across the full employee/transaction lifecycle?

We’re looking at roughly 5 different touchpoints, starting from when a job requisition/job profile is created, with data subsequently touched by teams such as TA, candidates, and Shared Services.

The goal is not just to identify blanks or missing fields, but to build intelligent Workday reports/calculated-field logic that can reconcile data between each touchpoint and flag mismatches, incorrect changes, process gaps, and other anomalies before they create downstream issues.

I’d love to hear from anyone who has designed something similar. How did you structure the audit framework, and what types of cross-touchpoint controls or calculated-field logic worked best for you?

We implemented Workday earlier this year for HR, Finance and Supply Chain. It’s been a long year, and Workday has been mediocre for Finance. It feels like it is not built to handle a big company. I was told Walmart and Target are using their Finance module. I’m astonished and cannot find the confirmation anywhere. Is it true?

I’m currently recruiting for several remote Workday opportunities across the U.S. and wanted to share them with the Workday community.

Current openings:

**Workday Finance Functional** – Permanent role for someone with strong hands-on Workday Financials experience, including configuration, optimization, and enhancements across areas such as GL, AP/AR, Spend Management/Procurement, Banking, Fixed Assets, Projects, and reporting.

**Director, Workday Finance Systems** – Permanent leadership role overseeing a Workday Finance systems environment, including strategy, roadmap, governance, optimization, and overall direction.

**Workday Integrations & Extend Developer** – Permanent technical role focused on Workday integrations and Extend. Looking for experience with areas such as Studio, EIBs, APIs/web services, integration architecture, and custom development.

**Workday Payroll Consultant** – Initially a 6-month contract. Looking for a hands-on Workday Payroll expert with strong configuration and troubleshooting experience, particularly U.S. multi-state payroll, FLSA/overtime calculations, and Payroll/Time Tracking.

All roles are remote within the U.S.

If you’re interested in one of these opportunities, feel free to DM me. We also offer a referral bonus if know anyone who may be a fit.

Hello Everyone,

Can someone please share some good use cases of Workday extend?

Thankyou!

I’m currently an administrator (department based) at a university. Our university is implementing Workday, with go-live planned for early 2027.

Some of the HR/recruitment administration work I currently do is also being moved into a central HR function. I’m trying to weigh up between staying in my current role and seeing what remains after workday is implemented or moving into the central team into the new roles created due to workday?

A few things I’d love to know:

• Have you noticed a lot of admin jobs lost because of workday?
• What are the best and worst things about working with it?
• If you do a Workday based HR role, how do you find it day to day?

We’re testing a Manager Change EIB in Workday SBX and want to validate the results efficiently without checking each employee manually.

Is it best practice to run a Workday report and use Employee ID to compare the EIB’s expected manager against the actual manager in Workday? Do you also validate the effective date?

Would appreciate any tips on how you normally reconcile EIB loads!

I've been working on Workday HCM for one year, in a company with pretty established bps in Workday, including tons of Validation rules on the initiation steps of some bps like Change Job, Hire etc..

Now, in my bp Hire we have an Edit Additional Data step in which I want to make certains fields mandatory for certain Cost Centers. I believe a validation rule is my only option, and I belive the way to add a validation rule is to go to the related actions of the step > Maintain step conditions (that's what I read some time ago).

But why do I always end up on the Condition rule (entry) page ?? I only seem to be able to add VR on the initiation step of a bp, but here the initiating step wouldn't work, it has to be on the Edit Additional Data step. And I know it's possible, I saw a community post with screenshots of validation rules in other steps than the initiating step.

How do I add that validation rule ?

Please, I'm getting mad over this !!

We have a use case where we need to limit a user's access to load EIB against a custom object. Here are the steps I have taken:

1. Created EIB for custom object spreadsheet template

2. Created an integration system security segment and added the EIB created in step 1

3. Created an unconstrained sec group and assigned Get and Put access to Custom Object Management domain

4. Created a segment based security group using the sec group created in step 3 and assigned it access to the segment created in step 2. I also gave the segment sec group access to View and Modify for Integration Events domain and Get and Put access to the custom object's assigned domain (in this case, Manage: Project)

Lastly, and I think this is where it gets wrong, we assign users with a user based security group that has a View and Modify access to Integration Events domain as well.

For workday delivered EIB, they typically have a separate domain for them so even if we do assign users to this user based group, we can still restrict their access because we will just not give them access to the domain.

For custom object EIB though, it seems to be not working. Once that user based security group gets assigned to them, they can access every integration system and the segment restriction isn't working. However, I cannot really find any documentation anywhere in Community that states this. It seems that only Integration Events domain is needed to access Custom Object EIB

Am I right in my understanding? Please let me know otherwise. Thank you so much in advance

My company is in need of a business travel tracking tool. We need to be able to report on when our employees are traveling for business and where they travel to.

We are currently tracking remote work using a time off plan, with time off reasons as different locations. We could do something similar for this, especially since our employees are already used to it, but I’m looking for other ideas.

Does anyone else track travel for business that is easy for employees to use? Is there anything that integrates with workday?

Hi,

We have implemented Workday to Active Directory Provisioning as described in the Microsoft documentation. The integration is generally working as expected, but we are facing an issue with future-dated hires.

When the provisioning job runs, future-dated employees are not being provisioned and we receive the following error:

Falled to import worker

Error code:

ResourceNotFound

Error message:

The provisioning service was not able to find the input user. Please make sure the input user still exists in the source system.

We have manually tested the same Workday API request in Workday Studio, using As_Of_Effective_Date set to the employee's future hire/start date. In Workday Studio, the worker is returned successfully and is shown as Active.

However, when the request is made through the Microsoft Entra ID / Azure AD provisioning service, the future-dated employee cannot be found and provisioning fails with ResourceNotFound.

We would like to understand whether there is any specific Workday configuration, business process, workar status, or Account Status configuration required to allow future-dated hires to be retrieved and provisioned through the Workday Active Directory integration.

Has anyone successfully configured future-dated employee provisioning with the Workday to Active Directory Provisioning Agent? If so, could you please share the required Workday configuration or any additional steps needed?

Any guidance would be greatly appreciated.

Thank you.

​

Hi everyone,

I'm working with the Create_Job_Requisition SOAP API (Recruiting) and facing an issue while trying to populate compensation details during requisition creation.

Here is what I have observed:

If I create the Job Requisition without Requisition_Compensation_Data, the requisition is created successfully.

Workday automatically derives the Compensation Package, Compensation Grade, Compensation Grade Profile, and Pay Plan.

However, the compensation amount is created as 0.

If I include only Pay_Plan_Data with the Pay Plan, Amount, Currency, and Annual Frequency, I receive: "The entered information does not meet the restrictions defined for the field Pay Plan Reference."

If I include both Compensatable_Guidelines_Data and Pay_Plan_Data, I receive:"Compensation_Grade_Effective – The entered information does not meet the restrictions defined for this field."

I also created a requisition through the UI using the same configuration and retrieved the compensation details through Get_Job_Requisitions. I used the same Compensation Package, Compensation Grade, Compensation Grade Profile, Pay Plan, Currency, and Frequency in the SOAP request, but the validation errors still occur.

Could someone please clarify:

Is Requisition_Compensation_Data supported as an input when using Create_Job_Requisition?

Are there additional fields/dependencies required when passing Compensatable_Guidelines_Data and Pay_Plan_Data?

What is the recommended way to populate the compensation amount during requisition creation?

If the amount cannot be set through Create_Job_Requisition, is there another SOAP operation/API that should be used after creation?

Any guidance or a sample request structure would be greatly appreciated.

Thanks!

I can login to workday app but not able to access mytime to access.It gives me a 404error.The csa 612 304 4357 asked me if I was inactive.I work only weekends bcos school.Then gave me a Loa 800 828 5850 for downloading app.which defaults again.what seems to be the problem? How do i download to kickstart mytime app? Pls help

Hi everyone,

We've created a time block which is used for back end calculation for an earning only and would like it to be hidden on the calendar from the worker and managers. Has anyone dealt such a scenario, how to approach this.

Thank you

Can someone explain the purpose of the “In Consideration” status on Workday?

If a company has decided not to move forward with a candidate, why not simply mark the application as Rejected? Keeping it stuck on “In Consideration” for months creates unnecessary confusion and false hope.

Is there any actual timeline for how long an application can remain in this status? Or do companies just leave applications there indefinitely?

I have applied to multiple positions over the last two months, and many of them are still showing “In Consideration.” Weeks turn into months, but there is no update, no communication, and no clear status change.

The frustrating part is that companies often enforce cooling periods for candidates when they reapply, but there seems to be no similar accountability for keeping candidates waiting without any update.

There should be a reasonable timeframe for reviewing applications. At the very least, candidates deserve a clear update whether it’s Selected, Rejected, or Position Closed s

Has anyone else faced this issue with Workday applications?

Hi

I had performed a mass cancel for incompete bps of terminated employees and the result is that the unassigned tasks are now in my task. How do remove them?

What's the recommendation to handle or cancel pending bps and tasks of terminated employees?

Hi All,

We are using compensation review planning for the second time and one feedback we received previous year from Managers/Planners was they don’t have the ability to download a report or keep some sort of track of what they awarded to their employees.

After they click submit on the comp review task, it disappears from inbox and many of them don’t remember what they awarded, especially managers with more employees.

We have a notification set in the process that goes when manager submits but is there any way to include something like a report or anything which is super easy info that says what awards were initially granted to the employees by the first planner and the planner can save it for themselves?

Would be a great help if anyone has a solution or idea or even an already existing option in workday.(we do leverage reports but not for this purpose)

Thanks!