Does anyone know how to register for the 5k run at Rising? The Rising site only has information on bib pick for people that have registered, but doesn’t say how to register. I’m guessing I missed the registration?

we’re already paying for Workday + ServiceNow and every “easy AI layer” starts sounding like integration project #3 once you ask enough questions.

Workday is our HR source of the truth. SNOW is where a lot of the employee cases / IT stuff live.

the dream is pretty basic:

“how much PTO do i have?”

“take Friday off”

“update my address”

“my laptop access is broken”

ask in one place and the action happens in the right system.

but then you get into Sana vs Now Assist/EmployeeWorks vs Copilot Studio vs building something with APIs/MCP…and suddenly we’re talking auth, ISUs/security, BP logic, writeback, approvals, failed actions etc.

i’m looking pretty seriously at Ema AI because their docs actually show actions like filing PTO in Workday and creating ServiceNow tickets, plus human approval and borrow-based execution for workflows where the API route isn’t there. that’s closer to what we need than another search/chat layer.

what i’m trying to understand is how much integration work still exists after the nice demo ends.

anyone running this kind of setup in prod?

what was the part that looked simple in the POC and then became a pain in the ass?

I've been working in Tech for the last 10 years, doing Workday for 7 years.

I've enjoyed the perks - remote, flexible PTO, large budgets etc but the expectation to work long hours constantly, including weekends is wearing on me.

I've been at my current employer for almost a year and a half, they're a large tech company, and I'm feeling incredibly burnt out. I'm not enjoying the highly political and competitive environment. I want to do my job, get paid and log off.

At the risk of being identified, I don't want to explicitly list out all of the recent issues I've had. Today I fully crashed out in a way that's highly abnormal for me, to the point that a close friend of my expressed concerns about my well being and I am now considering going on leave.

I have received great feedback from my colleagues and my boss herself has told me I'm exceeding expectations. I'm just not happy and exhausted. I am feeling unheard and I'm willing to take a pay cut to restore my own mental peace.

Would switching industries help? I have only worked in Tech and banking.

What's it like in other industries? Is this just what working in Workday is like and I need to get a grip?

Edit: I am also open to moving into a Workday or HR Product/Project Manager role.

I had a request come through to allow submissions from comp for people in tuition reimbursement to allow their requests up to a certain limit pay out up to an annual limit and the pay out the excess year over year until the balance was paid off.

It’s working after using every ounce of my brain but excited to see it in action. Combination of memo codes, two earnings, multiple pay balances and some accumulators.

Cheers!

Post Edit:

Request - HR/ Payroll team wanted the ability to allow employees to submit Tuition Reimbursement requests through Comp but in payroll stop them at their annual limit. Anything in excess would be paid out automatically at the beginning of each year up to the annual limit and a lifetime limit.

Solution:

1. Utilized an existing code for TR
2. 2 Built a Memo Code for the historical conversion since those balances weren’t converted as a part of their implementation a few years ago.
3. Create Pay Accumulator for the limits
4. Created multiple pay balances for the excess, available balance of the life amount allowed, and the lifetime amounts to be paid.
5. Created a second earning for the excess and scheduled it to trigger on the first of the year if the balance to be paid had a balance with the annual limits on the code
6. Had another pay accumulator to track and create the actual balance to be paid. Example: someone submits 20k and lifetime limit is 20k but 5k is paid in 2025 and 5k is paid in 2026 - then balance remaining is 10k so another 5k can be paid in 2027

So much math.

We're a Workday customer (Core HCM and Recruiting, no Payroll or Absence) with Gemini Enterprise as our company AI platform, and we're not on the UMSA. We've been exploring how to connect the two directly and are trying to separate what's real from what's marketing. Has anyone connected Gemini to Workday without going through Sana, and if so, how did you do it (custom MCP server, ADK agent, RaaS/WQL, iPaaS, something else)? Did you run into any licensing or contractual blockers along the way?

Our bigger question is scope: is this essentially a read-only data solution, or have you been able to initiate or approve transactions from Gemini, such as inbox approvals or business process steps, while keeping Workday security and approval chains intact? We're also curious what is possible without the UMSA, and whether Agent Gateway or Agent-Ready Tools access depends on it. Any lessons learned on security setup (ISU vs. per-user permissions), governance, or what you'd do differently would be hugely appreciated.

An idea that I been thinking still under construction but would like others to provide there ideas and thoughts? Is having Subs like:

• r/workday_Espanol
• r/workday_French

or have it based on Region maybe

• r/workday_Europe
• r/workday_NorthAmerica

The sub has been growing a lot and thanks to everyone here being supportive. I'm curious as I believe most of our users are based in North America would have smaller regions be useful or should I add flairs would like your thoughts. I speak Spanish from the mod team here and would like to see what others think especially those from non-North America area.

I recently added a new rule as we been seeing new posts that were not handle by existing rules and we been seeing an increase of these Employee / HR posts.

New rule:

Configuration Questions or Workday General Discussion Only: No Employee/HR Issues

This subreddit is for Workday configuration, integration, reporting, and technical questions. Please don't post employee-specific questions like pay, benefits, time off, or login problems. Contact your company's HR or Workday support team for those.

If you've found a bug or product issue that your team can't resolve, you're welcome to post it. Mods may review these posts, and anything that turns out to be an employee or HR matter may be removed or just removed.

I was a QA manager in Workday . I am trying to move into workday consultant roles but with no client experience my resume is not shortlisted. Can someone guide me how I can get into consultant roles

Hi everyone! Has anyone here experienced using REST POST/Workday REST API from Workday Studio to update or add values to a Custom Object?
I’m currently working on a project where we’re trying to automate the process of updating/adding values to a Custom Object using Workday Studio.

Use REST POST to update the Custom Object

The Custom Object is non-effective-dated and single-instance

Target is Worker

We’re using the Custom Object API endpoint with updateIfExists=true

The issue I’m encountering is:
✅ If the custom field already has an existing value:
The REST POST successfully updates the value.
❌ If the custom field is currently blank:
The REST POST fails with an error when trying to populate/add the value for the first time.
Has anyone encountered this behavior before?
I’m wondering if the issue is related to:
The updateIfExists behavior

The REST API version being used (V1 vs V2)

The payload structure when the existing value is blank/null

How Workday handles creating the first value in a Custom Object

Whether a different REST method or endpoint is required to add a value versus update an existing value

What could be causing this, and what would be the recommended approach in Workday Studio to populate a previously blank Custom Object field?
Any examples of the correct endpoint/payload structure or guidance would be greatly appreciated. Thanks!