r/workday

Hi all,

Currently mid Workday HCM, Payroll and Time Tracking implementation and security has been one of the most complex areas to navigate. I feel like I’ve got a solid grasp of the fundamentals, role based vs user based groups, domain security policies, inheritance, but where I still struggle is quickly finding the right domain when troubleshooting an access issue.

Is there a cheat sheet that maps common tasks to their corresponding security domains? Any tips for quickly identifying which domain a specific task or report sits in? Good resources you’d recommend beyond Workday Community? And any advice on managing security maintenance post go live when org structures change frequently?

Would really appreciate any advice from people who’ve made the jump from implementation into post go live ownership. Thanks!

I have created parental leave and enabled entitlement per event check box,requirement is to restrict employee to take 8 weeks parental leave they can also take in breaks,they can take it for multiple children too but now my LOA allowing to take more than 8 weeks if they are taking in breaks (like 2 weeks first then 7 weeks)which is more than 8 weeks,any solution to limit them to take only 8 weeks if they are taking on breaks ans also allowing them to take 8 weeks again?

For those of you who have built a career path in the Workday ecosystem, what career paths are out there beyond the obvious ones?

I come from an HR background with a bachelor's degree and have recently started getting hands-on exposure to Workday. I am intrigued more with the system every day.

What path did you take with Workday, and if you were starting over today, what would you recommend?

Calc field worked in report but in additional job template it is showing blank when generate document step take place

Hi everyone! I’m looking for some career advice.

I have a Master’s in HR Management, a few years of HR Operations experience (including supporting the client side of an ERP rollout).That experience sparked my interest in HR technology, so I completed a Software Development diploma to strengthen my technical skills. I also worked as an IT Analyst with the government during my co-op.

I’m trying to transition into an HRIS, Workday, or HR Technology consulting role in Canada, but most postings seem to require prior Workday experience.

Based on my background do any of you think I have a realistic chance of breaking into workday ??What certifications would you recommend to improve my chances? Should I keep targeting HRIS roles or another route to get my foot in the door?

I’d really appreciate any advice or insights. Thanks!

Does anyone have a recommendation for a consultant or firm with strong experience in time tracking and scheduling? Ideally, we’re looking for someone who has worked with union environments and understands the complexity that comes with scheduling rules, time entry, payroll impacts, and post-implementation cleanup.

We are post-implementation and are now looking to implement scheduling, we already own the SKU, to help resolve some ongoing time tracking and payroll issues.

We have gone down the Cognizant/Collaborative Solutions path, and we would really like to find a long-term partner who can provide consistent support and avoid the revolving door of assigned consultants.

Appreciate any recommendations or lessons learned from others who have been through something similar.

I’ve been a Workday Integration Consultant for the past 10 years and would consider myself an SME in integrations. However, I no longer see it as the growth area where I want to spend the next decade of my career.
I’m looking to transition into Workday Extend, but I feel like I’m behind the curve. The platform has evolved so quickly over the past few years that I’m struggling to figure out where to start. Every time I begin researching, there seem to be new capabilities, tools, and best practices, making it hard to know what knowledge will still be relevant in a few years.
From anyone who has made the move from Integrations into Extend, I’d love to hear:
A realistic roadmap to becoming proficient over the next 2–5 years.

I’m happy to put the time in—I just want to make sure I’m investing it in the right areas.

We are implementing a 4-year restriction between Voluntary Sabbaticals. We use an ESI on Leave of Absence Requests to retrieve the previous approved event. To exclude the current request, we created:

• Action Event TF for Request Leave of Absence + In Progress
• Worker ESI on Worker History
• Worker LRV returning Effective Date
• Leave Request Event LRV returning the Worker LRV
• TF condition: Leave Type = Voluntary Sabbatical, Status = Approved, First Day of Leave < Worker History Effective Date

When the third condition is added, the ESI returns blank even though a previous approved Voluntary Sabbatical exists. Is this expected behavior, or is there a supported pattern to exclude the current request from an ESI on Leave of Absence Requests?

Hey everyone!

I graduated from a data analytics program last year and have had a tough time breaking into the field. My dad works with Workday HRM and suggested I start learning Workday, so I've recently begun going through the training.

I'd love to hear from people who already work with Workday.

• What concepts or skills should I absolutely have down before I realistically start applying for Workday jobs?
• Are there any certifications that are actually worth pursuing for someone new to Workday?
• Looking back, is there anything you wish you'd known when you were first getting started?

I'm definitely willing to put in the time and effort. I just want to make sure I'm focusing on the right things and not spending months learning things that aren't actually necessary to get my foot in the door.

Thanks in advance! I really appreciate any advice.

What's the pro and con to decide between these two options?

Thank you!

I’m stuck on a Workday Matrix report and could use another set of eyes.

I’m building a Matrix report on Trended Workers to show high-performing terms by quarter. The attrition rate itself is working, but I’m having trouble with the count of terminated high performers.

The original count was overcounting because some terminated workers were showing 2–3 times in a month. I tested the logic in an Advanced report and figured out the count needed to only include rows where Record Type = Activity.

So I built this logic:

• Matrix summarization = Sum of Count of Terminated High Performer Event
• Count of Terminated High Performer Event = EE on Trended Workers
  • If Is Terminated High Performer Activity = True, return 1
  • Otherwise return 0
• Is Terminated High Performer Activity is a T/F and requires:
  • Record Type = Activity
  • Termination Count = 1
  • Is High Performer = True
• Is High Performer checks whether the worker’s last manager rating is >= 3.5
• The rating is coming through nested LRVs from Trended Workers → Worker → Last Completed Review → Overall Rating Value - Manager

In an Advanced report, the individual calc fields appear to return values correctly. But once I use the final count field in the Matrix report as a summarization field, it returns all 0s.

Has anyone seen this happen with Matrix reports on Trended Workers? I’m trying to figure out whether this is a calc issue, a Matrix report context issue, or something weird with the nested LRV/effective dating.

I'm looking for some career advice from people who work in the Workday ecosystem.

My background is in public health, but a little over two years ago I took a contract on a healthcare Workday implementation without knowing much about Workday. It ended up completely changing my career.

Since then, all of my experience has been on the client side of healthcare Workday implementations. I've worked as a Business Analyst, Project Coordinator, and now a Project Manager. I've supported vendor integrations, testing, cutover, go-live, cross-functional coordination, and other implementation activities. I also have one Workday certification.

I'm trying to figure out what the best next step is. Should I:

Stay on the client side and continue building project management experience?

Try to move into consulting (Deloitte, Accenture, KPMG, etc.)?

Specialize in a functional area?

Pursue more Workday certifications

I enjoy implementation work, but I'm not sure what the best long-term career path is from where I am today. For those of you who've been in the Workday ecosystem for a while, what would you recommend?

What would you do if you were in my position?

I am not an integrations expert but I've taken the entry course with Workday and know enough to be dangerous.

At any rate, I've got a RaaS integration between Workday and Culture Amp and I cannot for the life of me get an employee's end date to populate in the JSON file that gets sent over to Culture Amp. I've checked the security on the Business Object for the field, and the Culture Amp ISSG is in the permitted security groups field. i've also added it to the Terminations Business process with the ability to view. I don't know what else to do - any ideas?

Hi all, We are trying to disable Active Directory (AD) accounts through Entra provisioning effective on the worker’s Last Day of Work.
All other provisioning workflows are functioning as expected, but account disabling is proving to be a challenge.
The issue is that Workday sends the Last Day of Work to Entra only on the worker’s termination date. As a result, if the Last Day of Work is earlier than the termination date, Entra does not receive the information in advance to disable the account on the correct date.
Has anyone successfully implemented a solution for this scenario? If so, I would appreciate any guidance or best practices.

Hi there,

I wanted to know what's the best practice for implementing workday recruiting in terms of handling job applications from Legacy system to workday.

Do we prefer to get the data from Legacy system and perform an EIB in workday or if there is a better approach to tackle this.

We are moving into workday but do not want to lose the candidate data from the Legacy system. Hence wanted to check the best practice.

Thanks for your inputs in advance.

What is the recommended way to store sensitive API credentials in Studio assemblies?**

 

## Context

• We're building a Cloud Integration assembly in Workday Studio that needs to: - Generate API signatures for third-party service calls - Use different credentials for each environment (Dev/Test/Prod) - Support credential rotation without code redeployment

 

## Current Approach (Not Ideal)

• Currently, we have API credentials hardcoded in Java classes:

```java
private static final String PUBLIC_KEY = "...value...";
private static final String PRIVATE_KEY = "...value...";

 

Thanks for any insights!

I'm looking to identify scenarios where the configuration could go directly to PROD vs. config in SBX first then go through the whole testing process. Or even scenarios where testing may be lighter than others. Do you ever go straight to PROD? Do you ever document testing just in paragraph form as a short summary or is every test the completion of a fully on test template?

I'm hoping someone has run into this before.

A user accidentally entered an Invoice Date of 01/01/4022 on a Customer Invoice. As a result, the associated Operational Journal is now in error.

Since the Customer Invoice is already finalized, what is the recommended Workday approach to correct this?

• Is there a way to correct the invoice date on a finalized Customer Invoice?
• If not, what is the standard Workday process?
• Do you reverse the Operational Journal and issue a new Customer Invoice with the correct date?

We're looking for the recommended Workday-supported approach rather than a workaround. From workday community I found an article that states that you can't change a finalized customer invoice.

Thanks in advance!

Does workday under worker store and assistant field? If so anyone have a string I could hand to IT to pull the XPATH?

I’m redesigning our new people leader journey and trying to create a comprehensive inventory of everything a people leader can do in Workday. I’m not looking for advice specific to my company, but I’m trying to understand what’s available in Workday more broadly.

Is there a Workday document, implementation guide, or reference that lists all of the manager/people leader tasks and capabilities available in Workday? For example, approvals, hiring, promotions, performance reviews, compensation changes, time off, learning, talent reviews, org changes, reporting, etc.

I know every implementation is configured differently, but I’m looking for a master list of the types of manager tasks Workday supports so I can identify what resources we should include in our people leader journey.

If something like this doesn’t exist, how have your organizations documented or inventoried all of the manager-facing Workday capabilities? Thanks!