Workday Hcm Consultant - Location Bangalore

Minimum Degree Required (BQ) *:

Bachelors Degree

Degree Preferred:

Required Field(s) of Study (BQ):

Preferred Field(s) of Study:

Minimum Year(s) of Experience (BQ) *: US

• 6+ years in HR Operations/HR Shared Services, including 4+ years of hands-on Workday HCM production support.
• 4-8 years of experience using Workday HCM

Certification(s) Preferred:

• Workday HCM Core certification (and/or Workday Pro: HCM).
• Additional Workday certifications/proficiency badges in modules such as Absence, Time Tracking, Benefits, Recruiting, Advanced Compensation, or Security.
• Lean Six Sigma Green Belt (or equivalent) for quality and process improvement.
• ITIL Foundation (for incident/problem/change management).

Required Knowledge/Skills *:

• Workday HCM expert support
• Advanced experience supporting core HCM transactions: hires, job/position changes, transfers, terminations, rehires, LOA/RTW, compensation changes, one-time payments, organization changes.
• Strong grasp of supervisory organizations, positions vs. job management, staffing models, roles/assignments, delegations, and business process routings.
• Hands-on with EIB/mass uploads, data corrections, calculated fields for reporting, advanced/metric/matrix reports, and audit extracts.
• Practical understanding of domain and business process security policies, role provisioning, and access reviews.
• UAT/regression testing for Workday releases; updating job aids and knowledge articles post-release.
• HR Operations domain (hire to retire)
• Solid knowledge of HR policies and the employee lifecycle: onboarding, probation, performance/talent actions, compensation cycles, benefits events, time/absence, mobility, offboarding, and data retention.
• Case management in a shared services context: triage, prioritization, escalations, and SLA adherence for employee/manager self-service support.
• Data privacy and compliance awareness (e.g., GDPR/CCPA), audit readiness, and controls (SOX where applicable).
• Cross-functional coordination with Payroll for retro/offsets and with COEs for policy-driven exceptions.
• Quality management, RCA, and controls
• Applies QC frameworks (sampling, peer review, checklists) to reduce defects in transactions and data loads.
• Root cause analysis (5 Whys, fishbone/Ishikawa) and CAPA design; drives continuous improvement and error-proofing.
• Metrics ownership: defines and tracks AHT, FCR, backlog, defect rate, and turnaround time; uses insights to improve processes.
• Process mapping and documentation
• Builds end-to-end process maps (e.g., BPMN/Visio/Miro), RACI matrices, SOPs, and Work Instructions.
• Standardizes intake/hand-offs and maintains an up-to-date knowledge base.
• Stakeholder management and training
• Communicates clearly with HRBPs, managers, and end users; manages expectations and escalations.
• Designs and delivers trainings, job aids, and quick reference guides for HR teams and business users.
• Analytical and problem-solving
• Strong analytical skills, translates issues into reproducible steps, isolates root causes, and proposes pragmatic solutions.
• Comfortable with large datasets, reconciliations, and validation logic to ensure data integrity.

Preferred Knowledge/Skills *:

• Broader Workday exposure: Talent/Performance, Learning, Advanced Compensation cycles, Benefits open enrollment, Recruiting offers/onboarding, Time/Absence configuration nuances.
• Integrations familiarity: Core Connectors, EIB transformations, Studio awareness (able to partner with integrations teams; not necessarily to build).
• Payroll and time/attendance domain knowledge; global HR operations across multiple countries and works councils.
• Reporting and analytics tools (e.g., Prism Analytics, Power BI/Tableau) for operational dashboards.
• Continuous improvement and automation experience (Lean, Kaizen, RPA exposure) within HR operations.
• Experience with service management tools (e.g., ServiceNow, Jira) and knowledge-centred support (KCS) practices.
• Project/change management on HR initiatives, including cutover planning communication, and adoption.