*Benchmark expectation: candidates should demonstrate hands-on familiarity, not just conceptual knowledge.*
- Understanding of Workday release mechanics: preview tenants, feature activation, backwards compatibility, and Known Issue management
- Working knowledge of Workday HCM functional areas: Core HR, Payroll (including integrations), Talent, Absence
- Familiarity with Workday integration framework (Studio, EIB, Core Connectors) sufficient to assess integration impact of releases
- Ability to read and interpret Workday release notes and translate them into business and technical impact assessments
- Experience with Workday Community: navigating release documentation, Known Issues, and Workday Brainstorm
Program & Governance Skills
- Strong command of release management frameworks (ITIL, Secure, or equivalent) and their application in SaaS environments
- Experience leading Change Advisory Boards and Go/No-Go governance forums
- Proficiency in managing cross-functional, cross-geography dependencies in complex matrix organizations
- Structured approach to risk identification, escalation, and mitigation planning
6. Behavioral Competencies
Competency
Observable Indicator
Ownership & Accountability
Takes end-to-end responsibility for release outcomes; does not escalate without a proposed solution
Structured Decision-Making
Makes data-informed go/no-go decisions under time pressure; documents and communicates rationale clearly
Cross-Functional Collaboration
Builds effective working relationships across IT, HR, payroll, and vendor teams in a matrixed global environment
Risk Awareness
Proactively identifies release risks; escalates early with mitigation plans rather than after impact
Stakeholder Communication
Translates technical release complexity into clear business-facing communications; adapts message for audience level
Continuous Improvement
Applies lessons learned across release cycles; builds repeatable, scalable gove