Workday Solutions Delivery Manager

Description

The company is a large healthcare firm whose work covers most parts of the healthcare sector, focused on making quality care easier to reach and more affordable.

This role sits in the HCM Technology portfolio and carries end-to-end ownership of Workday solution delivery, resource management, and operational performance.

You will run delivery across Program Increment (PI) work, Workday enhancements, AMS oversight, production support, capacity and allocation, continuous improvement, and small-to-medium Workday projects.

You are the main technology delivery contact for Workday stakeholders, responsible for making sure the right people and skills go to the highest-priority work at the right time, whether the work is done in-house or by strategic partners.

This role has no direct reports. You lead through influence, clear plans, transparent reporting, and agreed accountability with internal teams, HCM Solution Managers, and delivery partners.

Responsibilities

• Deliver the Workday PI commitments for your assigned solution portfolio.
• Turn approved business priorities into workable delivery plans and resource needs.
• Keep the Workday delivery backlog refined, estimated, prioritized, and sequenced.
• Set PI commitments only after checking priority, technical dependencies, capacity, and capability.
• Bring together functional, technical, integration, security, testing, and vendor resources needed for delivery.
• Track progress against PI commitments and act early on schedule, scope, dependency, capacity, or quality problems.
• Produce accurate forecasts and regular reports covering committed versus completed scope, risks, trade-offs, and decisions needed.
• Direct how Workday delivery capacity is allocated across PI work, AMS, enhancements, technical debt, and small projects, without managing people directly.
• Maintain a combined view of Workday demand, capacity, required skills, committed resources, utilization, and upcoming work.
• Assign internal and partner resources by business priority, delivery commitments, operational risk, and skill needs, working with resource owners.
• Balance planned PI delivery against BAU and production support.
• Spot capacity limits, skill gaps, and resource conflicts early. Recommend reprioritizing, resequencing, cutting scope, or adding capacity when demand exceeds supply.
• Work with vendors to assign suitable functional and technical people to Workday deliverables, and push back on vendor staffing that falls short on agreed skill, quality, or performance.
• Handle transitions, onboarding, knowledge transfer, and continuity for people supporting the Workday service.
• Cut reliance on single individuals through documentation, cross-training, and backup coverage.
• Supply resource and capacity forecasts to HCM portfolio and financial planning, keeping assignments within funded capacity and approved priorities.
• Escalate structural capacity or capability gaps with recommendations and business impact.
• Oversee day-to-day Workday AMS within your portfolio.
• Make sure incidents, service requests, defects, and problems are prioritized, assigned, and resolved well.
• Manage the ticket backlog, aging, SLA performance, recurring issues, and production risk.
• Keep ServiceNow accurate for issue status, ownership, and resolution.
• Require root-cause analysis for significant or repeated incidents, and follow corrective actions until they are complete.
• Monitor vendor resource performance, quality, continuity, and knowledge coverage.
• Hold AMS providers accountable for proactive support and ongoing improvement.
• Escalate systemic vendor performance concerns to the HCM Vendor Operations Lead.
• Find repeated failure patterns and drive system-level technical fixes.
• Own Workday enhancements and small-to-medium projects that sit mainly within the Workday domain.
• Define scope, estimates, resource plans, timelines, and delivery approaches.
• Assign and coordinate functional, integration, security, testing, and AMS resources.
• Run work through testing, deployment, stabilization, and handover to operations.
• Stay accountable for the Workday parts of larger cross-HCM programs led by Portfolio or Program Management.
• Make sure project work does not put PI or critical AMS commitments at risk.
• Keep strong knowledge of Workday functionality, configuration, integrations, security, and business-process dependencies in your portfolio.
• Build solid relationships with HR and Payroll stakeholders and turn business needs into sustainable Workday solutions.
• Work with the HCM Architect on changes that involve major architectural decisions.
• Favor standard Workday capabilities and limit unnecessary customization.
• Find technical debt and include suitable fixes in delivery planning.
• Assess the impact of Workday releases and coordinate adoption of useful new capabilities.
• Weigh immediate business needs against long-term platform sustainability.
• Make sure Workday changes follow established development, configuration, testing, security, migration, change, and production-control requirements.
• Confirm that technical and business testing is complete and readiness criteria are met before deployment.
• Check production support, monitoring, deployment, rollback, and stabilization plans.
• Bring in the Technical Delivery Lead for complex, high-risk, or cross-platform releases.
• Make sure post-release stabilization is finished and handed into normal operations.
• Provide resource demand and capacity inputs to Workday forecasts and to annual and ongoing capacity planning.
• Check vendor capacity against funded commitments and planned demand, flag inefficient use, and recommend changes.
• Confirm resource requests are backed by defined demand, outcomes, and the right skill requirements.
• Work with Vendor Operations on systemic provider performance issues, contract service expectations, and resource model improvements.
• Act as the main HCM Technology delivery partner for the assigned Workday portfolio.
• Give stakeholders clear visibility into commitments, capacity, delivery health, risks, and trade-offs.
• Lead fact-based prioritization when demand exceeds capacity.
• Solve issues at the right level, escalating decisions and not routine execution problems.
• Coordinate with other HCM Solution Managers where Workday work creates downstream dependencies.

Requirements

• At least 8 years of steadily growing experience delivering Workday or comparable enterprise HCM solutions.
• A bachelor's degree in Information Technology, Human Resources, Business, Computer Science, or equivalent experience.
• Proven hands-on delivery of Workday applications, enhancements, AMS, and production support.
• Track record of managing capacity, allocation, and competing priorities across mixed internal and vendor teams without formal reporting authority.
• Experience leading PI Planning and running several concurrent PI commitments, enhancements, production demands, and projects.
• Solid working knowledge of Workday configuration, security, integrations, testing, and release management.
• Strong grasp of incident, problem, change, release, and service management practices.
• Ability to turn business demand into realistic resource and delivery plans.
• Workday certifications or deep hands-on experience in the relevant Workday functional or technical area are strongly preferred.
• Preferred: experience running global onshore and offshore delivery models and managed-service providers.
• Preferred: experience with Agile delivery and ServiceNow-based service management.
• Preferred: familiarity with SOX/ITGC, privacy, and audit requirements affecting HR technology.
• Preferred: strong vendor, stakeholder, and executive communication skills.
• Preferred: ability to make decisions, manage trade-offs, and hold teams and partners accountable through influence.

Conditions

Base pay range is $99,100 - $132,100.

Pay depends on performance, experience and skills, equity, periodic market reviews, and geography, and will follow applicable regulations.

An annual bonus or long-term incentive may be offered in addition to base pay.

The company is an Equal Opportunity Employer.

Benefits

• A competitive compensation package is part of the company's Total Rewards.