Manager, Talent Acquisition - North America Revenue

Description

Your work days are brighter here.

We’re obsessed with making hard work pay off, for our people, our customers, and the world around us. As a Fortune 500 company and a leading AI platform for managing people, money, and agents, we’re shaping the future of work so teams can reach their potential and focus on what matters most. The minute you join, you’ll feel it. Not just in the products we build, but in how we show up for each other. Our culture is rooted in integrity, empathy, and shared enthusiasm. We’re in this together, tackling big challenges with bold ideas and genuine care. We look for curious minds and courageous collaborators who bring sun-drenched optimism and drive. Whether you're building smarter solutions, supporting customers, or creating a space where everyone belongs, you’ll do meaningful work with Workmates who’ve got your back. In return, we’ll give you the trust to take risks, the tools to grow, the skills to develop and the support of a company invested in you for the long haul. So, if you want to inspire a brighter work day for everyone, including yourself, you’ve found a match in Workday, and we hope to be a match for you too.

This team supports delivery of all hires within our Global Revenue organization across North America. Our TA team plays a critical role in shaping the future of our organization—we are more than a recruiting function; we are ambassadors of our culture, values, and employee experience.

Talent Acquisition is a close partner to the business, helping leaders identify, attract, and hire exceptional talent across many job families. We run high-volume recruiting for established teams while building brand-new ones as the business grows. We partner closely with hiring managers, People & Purpose, Compensation, Sales Compensation, Sales Operations, Employment Legal, Finance, and the TA Center of Excellence (COE) to deliver thoughtful, high-quality hiring outcomes.

About the Role

As a Talent Acquisition Manager for NA Revenue, you are a values-driven, agile TA leader who thrives in a fast-moving, high-growth environment. You will lead, coach, and inspire a team of recruiters responsible for hiring across our North America revenue organization, empowering them to deliver transformative talent acquisition practices and maintain the best imaginable candidate experience.

Key Focus & Responsibilities:

Team Leadership & Coaching: Manage, coach, and develop a team of recruiters, holding them accountable to high-performance SLAs and KPIs while helping them grow in their careers.

Strategic Hiring Execution: Run high-volume recruiting for existing teams while designing and executing scalable hiring plans for new functions as priorities and growth plans shift.

Cross-Functional Collaboration: Build and maintain trusted relationships with partners across Compensation, People & Practices, Sales Compensation, Sales Operations, Employment Legal, Finance, and the TA COE to keep hiring plans, processes, and offers aligned.

Data Analytics & Continuous Improvement: Champion a metrics-driven approach using hiring data to spot trends, optimize recruitment workflows, reduce Time to Fill, solve problems early, and inform strategic decisions with company leaders.

Change Leadership: Guide your team through shifting priorities, process transformations, or new tool introductions with agility, confidence, and solutions-oriented leadership.

Requirements

• Basic Qualifications
• For Manager (M3) level:
• 3+ years of management experience leading and developing high performing recruiters and sourcers, or equivalent relevant internal Workday experience.
• 6+ years of recruiting/talent acquisition experience or equivalent relevant internal Workday experience.
• 3+ years in Talent Acquisition experience specializing in supporting SaaS Revenue and Go-To-Market (GTM) functions (Sales, RevOps, Presales, Customer Success).
• For Senior Manager (M4) level:
• 3+ years of management experience leading and developing high performing recruiters and sourcers
• 8+ years of recruiting/talent acquisition experience.
• 3+ years in Talent Acquisition experience specializing in supporting SaaS Revenue and Go-To-Market (GTM) functions (Sales, RevOps, Presales, Customer Success).
• Other Qualifications
• Recruiter Management: Experience coaching recruiters, setting clear goals/KPIs, and fostering a culture of collaboration, innovation, and continuous learning within the team.
• Recruiting Strategies: Experience building, measuring, and scaling hiring plans tailored to team needs, whether high-volume recruiting for established teams or standing up new functions from the ground up.
• Stakeholder Management & Influencing: Outstanding influencing skills to establish credibility and trust with executive leaders and cross-functional partners across HR, Compensation, Finance, and Sales Operations.
• Change Leadership: Experience guiding teams through shifting priorities, re-organizations, or process transformations to ensure smooth transitions and sustained impact.
• Actionable Insights & Data Storytelling: Skilled at using data analytics to build, measure, and scale recruitment workflows and effectively storytelling with data to influence strategic decisions.
• Strategic Execution: Able to turn hiring plans into outcomes, balancing near-term hiring needs with longer-term business goals
• Bachelor's degree preferred.
• Workday Pay Transparency Statement
• The annualized base salary ranges for the primary location and any additional locations are listed below. Workday pay ranges vary based on work location. As a part of the total compensation package, this role may be eligible for the Workday Bonus Plan or a role-specific commission/bonus, as well as annual refresh stock grants. Recruiters can share more detail during the hiring process. Each candidate’s compensation offer will be based on multiple factors including, but not limited to, geography, experience, skills, job duties, and business need, among other things. For more information regarding Workday’s comprehensive benefits, please click here .
• Primary Location: USA.CA.Pleasanton
• Primary Location Base Pay Range: $149,700 USD - $224,500 USD
• Additional US Location(s) Base Pay Range: $126,400 USD - $224,500 USD
• Additional Considerations:
• If performed in Colorado, the pay range for this job is $133,000 - $199,600 USD based on min and max pay range for that role if performed in CO.
• The application deadline for this role is the same as the posting end date stated as below:
• 10/30/2026
• Our Approach to Flexible Work
• With Flex Work, we’re combining the best of both worlds: in-person time and remote. Our approach enables our teams to deepen connections, maintain a strong community, and do their best work. We know that flexibility can take shape in many ways, so rather than a number of required days in-office each week, we simply spend at least half (50%) of our time each quarter in the office or in the field with our customers, prospects, and partners (depending on role). This means you'll have the freedom to create a flexible schedule that caters to your business, team, and personal needs, while being intentional to make the most of time spent together. Those in our remote "home office" roles also have the opportunity to come together in our offices for important moments that matter.
• Pursuant to applicable Fair Chance law, Workday will consider for employment qualified applicants with arrest and conviction records.
• Workday is an Equal Opportunity Employer including individuals with disabilities and protected veterans.
• Workday is committed to providing reasonable accommodations for qualified individuals during our application process, in order to perform one or more essential functions of their job, as well as regarding the use of AI tools for employment decision-making to any degree. Please see below for more details including how to request an accommodation as a qualified veteran, due to a disability or for religious reasons, or as otherwise provided under applicable law.
• Workday prohibits taking adverse action against any candidate or employee for reporting a possible violation of this policy, requesting one or more work accommodations, exercising a privacy right, or cooperating in an investigation in accordance with applicable law. Any employee who retaliates against a candidate or employee for doing so may be subject to disciplinary action, up to and including termination of employment, to the fullest extent allowable under applicable law.
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