r/workday

We have been on Workday for about six years and are a company with an employee population of under 1,000. We're comfortable in our current instance and our configuration setup is pretty optimized.

After seeing a few demos on orchestrations, agents, and other emerging AI offerings for Workday over the past year, were not really feeling too keen on jumping in. We have neatly solved for most of the use cases for these tools, and we feel as though being a fast follower might be better than an early adopter. It almost feels like Workday is throwing a hundred things onto the wall to see what will stick. We don't really like the credits consumption model of the agents, either.

My concern is that if we do invest time in setting up agents or orchestrations to change up processes like onboarding, something new and shinier will already be coming out. It's also a lot of effort to abandon some of our current processes, which while they can be manual they do get things done.

Overall, I'm feeling pessimistic and would love to hear from others. Are there AI solutions you have embraced from Workday that have given you value? Are you also holding back?

I am currently considering two offers and would appreciate your perspective.

The first opportunity is with a global customer organization that has both onshore and offshore teams. They have been live with Workday for more than 10 years. It is a Solution Partner role on the business side with light hands-on configuration, and the focus is more on roadmap planning, solution strategy, and driving the implementation of new Workday features.

The second opportunity is with a small boutique Workday partner firm as an HCM Consultant, which appears to be more hands-on and consulting-focused.

Both roles offer approximately the same compensation. I believe both might have their own set of unique challenges.

I am looking for greater stability at this stage of my career and am not looking to be in a constant hustle mode. Based on your experience, which option do you think would be better from a Work life balance, long-term career growth and marketability perspective?

We have about 7500 employees, and 300 job profiles. job profile is defined in high level and generic and we constantly get request to create specific job profile. We are thinking to allow employee edit their business title. Is it a good idea?

I am currently Workday Partner Certified in Integrations, Reporting, and HCM.

As the certifications are due for renewal in December 2026, could you please confirm whether we will be required to retake the full certification exams from scratch, similar to a first-time candidate, or whether the renewal exams will focus only on changes introduced through recent feature releases?

Hello, does anyone have suggestions as to how to automatically front load PTO hours for new hires?

For example, if an acquired employee is hired on 06/01 but our PTO plan has a custom accural frequency (every other month) therefore the employee won’t have any PTO accrued until 07/01…is there a way to set up some sort of automated process that would calculate that amount of PTO they would’ve had from 05/01-06/01?

Hopefully this makes sense lol

In my previous roles with various orgs, my team (HRIS) have owned security administration with oversight by IT and Audit.

In my new role, security is owned by IT. We have run into issues in that they do not understand the function of HR so it makes it difficult for them to identify appropriate domains and questions to ask. It has caused a lot of frustration.

We are a company of less than 2500 employees.

Is this the norm that security is owned by IT? I have talked to other WD users where they are also use to security administration living within HRIS.

I plan to argue a case for transitioning the responsibility to HRIS.

For those of you that have security within HRIS or had to transition it to HRIS - what arguments could I make to support the change? What am I missing? I'd like to give real world examples but my mind is coming up blank at the moment. What real world issues have you come up against related to this?

I have:

1. Align ownership to business expertise - HRIS knows job context of HR jobs.
2. Role changes requires access to staffing transactions which may be confidential where HRIS has access to the data but not IT.
3. Separating security from HR configuration creates gaps and inconsistencies.
4. Reduces bottlenecks.
5. HRIS is positioned with job knowledge to link access decisions to business justification.
6. Workday is designed as a business configured system - not purely an IT managed platform. Aligning security with HRIS reflects Workday's intended operating model.
7. Enables a balanced operating model where HRIS is execution and IT is governance.

Does anyone have something like this set up? Our company offers 5 days paid bereavement, anything else is unpaid. How do you have it set up if employees want to take more than 5 days bereavement? Do you have another time off plan called like unpaid bereavement for employees to use?

Asking for specific states like CA, IL, MD

Anyone else super excited about the UX Roadmap features that Workday highlighted like a month or more ago?
Im geeking out wanting to get my hands on the Configurable Hubs features 🤓

Hi, I'm working in an associate position and have 2.5 years of experience in Workday. Domains I have experience in are Workday Core HCM, Absence Management and Time off, Recruiting. I have the foundation level of experience in Compensation and Orchestration.

I am currently planning on switching job but the current job market is scaring me.

Any suggestions or guidance would be really helpful.

I was seeing the news about Workday opening their GCC in Chennai, Im surprised as Bangalore would have been the most obvious choice. Im hearing they will be opening offices in Bangalore and Delhi next year but those will be mostly sales and operations and tech roles would be in Chennai only. From an outside view I find this move surprising like Workday not having a tech centre at Bangalore since you will have a much larger talent pool for tech roles in Bangalore than in Chennai. I know they have a Pune office as well but that office has mostly support roles. Views on this move?🤔

Has anybody able to build a report from Workers for HCM reporting data source that pulls only the recent certification for a worker? My issue is that historical completions of the certification are already in Workday and my report always gets all the instances of the certification on my report. Wondering if anyone has tried pulling this. Thanks :)

Hey everyone,

I joined as consultant in a partner company and got assigned a support and enhancement project. Primary module is core hcm and recruiting.

I am almost new to a workday configuration. I wont be getting any learning center access so need to rely on self study. They hired me because I had previous workday end user experience.

I would like to become an expert in this area. The plus point is I have the tenant access to practise but dont lnow where and what to begin with and what topics should I focus. Appreciate If someone can share any step by step learning path to follow.

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Another day, another fat paycheck for doing the absolute bare minimum. Roll in late, hit the stand-up with a solid “no updates from me,” then spend the rest of the day nudging milestone JIRAs along without actually testing anything serious. Long lunch, couple of coffee breaks, maybe poke around an SUV once or twice. Log a defect if I’m feeling generous. The system is held together by luck and my complete lack of effort, but who cares when the RSUs keep vesting and the base salary is already stupid. Honestly this is the dream. Get paid like a principal engineer to do the work of a houseplant. Long live Workday. Workday forever forward.

Hey everyone,

I am looking for some insights on how your organizations manage Integration System Users (ISUs) and password management, specifically regarding compliance policies. Our security/compliance team is currently auditing us and has requested a list of our Workday ISUs. They are also insisting that all ISU passwords must be rotated/reset every 90 days to align with general corporate password policies. As you know, rotating dozens of ISU passwords every 90 days can be an administrative nightmare and risks breaking critical, time-sensitive integrations if not synced perfectly with downstream systems.

I’m curious to know:How do you handle ISU password rotations? Do you rotate them manually?

How do you handle compliance pushback? Have you successfully argued for policy exceptions for system accounts?

What are your best practices? If you do rotate every 90 days, how do you prevent integrations from breaking?

Would love to hear how your teams handle the balance between strict compliance and operational stability.

TIA!!

We would like to update our Entra/Azure integration to pull data stored on the worker profile as a custom object. We are using the Entra/Azure template app from the Microsoft gallery. Is it possible to pull a worker custom object (non-effective dated)?

Our IT team is asking for the xpath but from what I have read, the template has a limitation in that it does not pull custom objects even though it's tied to the worker.

Any solutions or potential paths I can go down as a workaround?

Is anyone using SMS messaging for communicating to candidates and employees? We have the SKU and are preparing for implementation. We need to decide if this is something we can implement ourselves or if it is best to engage a consultant.

From what I have gathered from reading on Community, the configuration is fairly straight-forward. My thought is we can manage implementation and testing within the HRIS team.

What I'm looking for is input from anyone who is using this and if I am correct that implementation is not difficult and should not require a consultant.

I accidentally deleted the Talent Pool through EIB. Is there a way to recover it? The intention was only to delete the member, not the entire Talent Pool.

How do you guys send the credentials to your new hires when using authenticator?

IT is requesting that we utilize Workday to send out new hire credentials prior to the person starting.

The PW would be the same for all users and additionally pdfs would need to be attached.

Any ideas or recommendations?

Has anyone successfully gotten Microsoft Entra Workday to On-Prem AD provisioning to automatically rename existing AD accounts?

In our testing:

displayName, mail, and sn update correctly

cn, sAMAccountName, and UPN do NOT update

The mappings for cn and sAMAccountName exist, but provisioning logs never show those attributes in Modified Properties. The AD object is matched correctly by employeeID/WorkerID.

Example:

Workday PreferredNameData = Sherlock Watson

AD after sync:

CN = Sherlock Holmes-IT

sAMAccountName = sholmes-it

displayName = Sherlock Watson

Does Entra provisioning treat cn/sAMAccountName/UPN as immutable after account match, or is there a supported way to enable rename processing for existing users?

How is workday extend as a career? Sometimes I wonder if I did a mistake and chose this over a general engineering role like full stack or java. I see my friends around 30lpa (india) and its so tough to even break 20lpa barrier for workday jobs. I have integrations, orchestrations and extend experience. What else can I look into to get to a better pay. Or it's always gonna be less than a mainstream engineering role.