Join EY as a Senior Manager in HR Transformation Technology, where you'll lead impactful global Workday and HR transformation programs. Your expertise will empower organizations to enhance their HR operating models, elevate employee experiences, and optimize technology capabilities, ultimately driving better workforce outcomes. You'll collaborate with senior leaders across HR, IT, Finance, and Payroll to define strategic technology roadmaps and implement scalable Workday solutions, ensuring excellence in engagement leadership, solution integrity, delivery quality, and financial performance. This role offers a significant opportunity to shape EY's Workday practice by cultivating client relationships, leading strategic pursuits, and nurturing high-performing teams.

Lead comprehensive Workday techno-functional transformation initiatives from strategy and design through deployment, stabilization, and optimization. Establish Workday solution architecture, ensuring seamless integration across functional modules, data, security, reporting, testing, and change management. Advise senior executives on Workday strategy, technology roadmaps, operating models, governance, and value realization. Oversee intricate business process, security, reporting, integration, and data conversion designs across diverse modules, countries, and business units. Direct program governance, delivery plans, budgets, resources, risks, dependencies, and quality controls. Build strong relationships with senior client stakeholders and lead resolution of complex functional and technical issues. Drive strategic pursuits, proposal development, and Workday practice growth.

We are seeking an experienced professional with 12-16 years of overall experience, including at least 7 years in Workday HCM consulting, implementation, or transformation. Proven ability to lead end-to-end Workday programs and manage large functional teams is essential. You should possess a strong understanding of Workday HCM functionality, solution architecture, and HR processes across the Hire-to-Retire lifecycle. Expertise in HR process transformation, global operating models, and digital employee experience is crucial. Excellent executive communication, negotiation, and leadership skills are required to manage ambiguity and complex stakeholder environments. A background in business development, proposal leadership, and commercial solutioning is highly valued. Commitment to quality, collaboration, and exceptional client service is paramount.