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The Role
We need a Workday HCM specialist who has done the hard data migration work — not just the easy stuff. This engagement involves acquisition-driven migrations, Workday-to-Workday tenant consolidations, and a mid-year payroll cutover. If mid-year payroll conversions make you nervous, this isn't your role. If you've survived one and know why they're brutal, keep reading.
What You'll Own
Data migration strategy and execution for acquired entities into Workday HCM
Workday-to-Workday data migration — legacy tenant to target tenant
Parallel testing for payroll, benefits, and 401(k)
Mid-year payroll conversion planning and execution
Benefits and 401(k) data validation across cutover periods
The Critical Requirement
This engagement also requires experience with ring-fencing — specifically, isolating an acquired entity as a standalone legal entity within Workday while the broader integration work continues. This includes org structure, security domains, payroll processing, and benefits segmentation for that entity. If you don't have direct experience here, please say so upfront.
You Must Have
7+ years of Workday HCM implementation and data migration experience
Proven experience migrating acquired company data into Workday
Direct experience with Workday-to-Workday tenant migrations
Payroll parallel testing and mid-year payroll conversion — hands-on, not advisory
Benefits and 401(k) data migration and validation
Ring-fencing / standalone entity configuration experience (required — not preferred)
Nice to Have
Workday certification in HCM or Payroll
Experience with M&A integration timelines
EIB and iLoad proficiency for data loading
Honest Note
The mid-year payroll cutover is the hairiest piece of this engagement. We need someone who has done it, knows the risks, and won't be surprised by what they find. If this matches your background, reach out. If you know someone who fits, send them our way.
