Workday Technology Leader
Location: Raleigh, North Carolina
Country: United States
Category: ERP
Workplace Location: Onsite
Employment Type: Contract
Posted Date: July 1, 2026
Job ID: 648766
Job Description
Specialty: Workday
Industry: Mining
Pay Rate: 110
Length: 5 months
Hours: 40 hours/ week
Location: Remote
Key focus areas:
- Require a proven technology leader, not just a technical contributor--someone with demonstrated success leading teams and driving accountability, particularly in consulting environments where they are guiding internal client resources.
- This individual must bring a strong command of Workday integration best practices and proactively establish structure, consistency, and quality across the team--addressing current gaps in standards and execution.
- Expected to drive work to completion, ensuring deliverables are fully executed and not left in a partially finished state, with clear ownership and follow-through.
- Must be able to interpret business requirements independently and translate them into integration solutions with minimal guidance, then clearly communicate and guide the integration team in executing that work.
- Should be capable of effectively leading and influencing the client's internal integration team, navigating the nuances of a consultant-led model and building trust and alignment.
- Deep integration experience is critical, with a track record of delivering 75+ integrations--candidates will be expected to demonstrate and validate this experience during the interview process.
- Demonstrated expertise in Workday Extend, including development of 3-5 applications--candidates should be prepared to provide concrete examples and proof of this work during the interview.
Summary
The Workday Technology Manager leads a team of Workday technologists and is accountable for the strategy, delivery, and continuous optimization of Workday Reporting, Workday Prism Analytics, Workday Integrations, and Workday Extend solutions. This role provides both strategic oversight and hands-on leadership to ensure Workday capabilities align with business needs, scale effectively, and adhere to best practices for security, data governance, and system performance.
The ideal candidate combines deep Workday technical expertise with strong people leadership, cross-functional partnership, and a continuous improvement mindset. This role plans, prioritizes, and executes Workday initiatives sponsored by leadership, focusing on configuration and technology solutions that enhance system functionality and reporting, while responding to ad hoc requests from stakeholders at all levels of the organization, including senior leadership.
Experience:
- Bachelor's degree or equivalent combination of skills, education, and experience
- 8+ years of HR Technology technical experience, including extensive hands-on expertise with:
- Workday HCM
- HR Technology system design
- Calculated fields
- Complex Workday configurations
- Report and dashboard development
- 5+ years of experience implementing, supporting, or operating Workday HCM
- Strong understanding of enterprise HR systems, data structures, and end-to-end data flows
- Designed, built, and supported 75+ Workday integrations including Orchestrate integrations
- 2+ years of statistical or data analysis experience designing custom reports and dashboards using standard Workday reporting tools (e.g., Report Writer, Calculated Fields), including advanced Microsoft Excel skills
- Extensive experience creating and maintaining advanced Workday reports, dashboards, scorecards, composite and matrix reports, and Workday Hubs
- Designed, built, and maintained 3+ Workday Prism Analytics use cases
- Demonstrated ability to manage multiple priorities and complex initiatives simultaneously while meeting deadlines and quality standards
- Proven ability to make sound decisions while balancing business needs, project timelines, and technology roadmaps
- Innovative mindset with a willingness to challenge existing approaches and introduce new solutions
- Lead the scope, design, and delivery of Workday Extend solutions to meet specific HR business needs when new use cases are identified
- Manage demand intake of ServiceNow tickets, prioritization, and delivery timelines across multiple Workday technology workstreams
- Provide day-to-day leadership and direction for the HRIS technology team, ensuring high-quality delivery and timely completion of initiatives
- Establish and maintain governance standards for reporting, analytics, integrations, and Extend development
- Communicate project status, risks, and outcomes clearly to senior leaders and key stakeholders
- Foster a collaborative, accountable, and customer-focused team culture
- Serve as a process improvement advocate across Human Resources technology and operations
- Partner closely with HR and Payroll teams to align on security roles, integrations, and shared systems
- Support Workday releases and upgrades, including impact assessment, testing coordination, and rollout planning
- Provide operational support for HRIS platforms, including Workday, as needed
- Proactively identify project risks and issues and implement effective mitigation strategies in a fast-paced environment
- Act as a trusted advisor and subject matter expert for HR technology, supporting stakeholders across the organization
- Serve as a liaison between HR, IT, Payroll/Finance, and other business partners
- Stay current on HR technology trends and the Workday Technology roadmap
Preferences:
- ERP implementation experience
- Configuration experience with Financial and HR systems
- Workday Integrations Certification strongly
- Workday Extend Certification strongly
- Hands-on technical experience with Workday Extend model components and application development
- Workday Prism and Reporting Certification strongly
- Intermediate proficiency with database tools and concepts
Intake meeting
Primary WD Extend Developer/Architect/Lead to oversee integrations and reporting functions. Direct reports - start with 4 - with potentially contractors and 1-2 more direct reports. Role is primary hands-on and evolve existing team. Role is technology aspect of WD - Viswa and Emma are functional.
Someone who has done integrations, reporting and graduated into Extend. Extend experience in orchestration with WD module components.
Lots of autonomy - work/execute independently but still get direction from leadership (Todd) - not build your own shop.
Must have leadership/management experience.
Must have 75 WD integrations, 5+ (ok with 3 minimum) Extend applications.
Why this role? No one at MM that has WD Extend capabilities. Stabilize team but build the team for future - need technology pillar to go along with functional pillar.
Questions for pre-screen:
Integrations:
· Do you have hands-on experience with Workday Extend?
o If yes, how many Extend applications have you built or significantly contributed to?
· Do you have hands-on experience with Workday Studio?
o If yes, how many Studio integrations have you developed end-to-end?
· What types of integrations were these (e.g., inbound, outbound, complex transformations)?
· Do you have experience with Workday Orchestrate Tool?
o If yes, how many integrations have you built or managed using Orchestrate tool?
o If yes, what is the primary benefit for using Workday Orchestrate?
· Have you worked on Payroll or Benefits-specific integrations or connectors in Workday?
o If yes, which vendors (e.g., ADP, Alight, Fidelity, third-party payroll vendors)?
· How many total years of experience do you have in Workday Integrations?
· Which Workday integration types have you worked on?
· EIB, Core Connector, Workday Studio, Orchestrate, Extend
· Have you owned integrations in production (support, enhancements, issue resolution)?
o If yes, how many and what types?
· Do you have experience configuring security for integration - such as ISUs, security groups, and data access?
o What is the name for integration security? (ISSG or Integration system security group)
· Have you ever created an integration segmented security group?
o What was the use case?
· Have you worked directly with third-party vendors or business stakeholders to design and deliver integrations?
· Have you led or mentored integration developers and if so, how many?
Reporting:
· Please describe your level of experience with Workday Prism?
o How many use cases have you supported in Production?
· Can you tell me the types of Workday reports you have worked for HR or business areas you've supported?
· Have you supported enterprise-wide Workday reports?
o Please give me an example with sensitive employee data?
o How do you make sure the right people have access to the report?
· Have you ever been asked to build a report that Workday couldn't easily support?
o What was the challenge?
o How did you handle it?
· How do you usually work with HR or business partners when they're not exactly sure what they need from a report?
· How can you make changes to a Workday Standard report?
o Answer: Copy Standard Report to Custom Report
· What type of calculated field can you build to lookup fields from the related business object?
o Answer: Lookup Related Value (LRV)
· How can you check to see if a user has access to a report field or data source?
o Answer: View Security for Security Item
· As a report administrator, are there any types of reports you cannot edit?
o Yes, Espresso
Extend:
· Explain what Workday Extend is and when you would use it instead of a Workday business process or configuration.
o Clear explanation that Extend is for custom apps on Workday, not configuration replacement
o Mentions gaps in delivered functionality, complex workflows, or custom UI needs
o Acknowledges governance and "configure first" philosophy
· Please describe how Workday Integrations and Workday Reports are part of the Workday Extend development process
· How does data persistence work in Extend, and how is it different from core Workday data?
o Extend data is separate from core tenant data
o Stored in Extend business objects
o Requires explicit integrations to core Workday data
o Mentions data lifecycle and ownership
· Describe how you would secure an Extend app end-to-end
o Domain security vs Extend security
o Roles and role assignments
o Security groups and condition rules
o UI-level access control
o Least-privilege approach
Leadership:
· Have you managed/lead a team of Workday professionals? If so, how many and what was the structure.
· What is your leadership style?
Must Haves: Workday Extend (3-5 apps) and Integrations (75+)
#LI-TO1 #TECH
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