Workday HCM Tutorial

Introduction to Workday HCM

What is Workday HCM?

Workday HCM (Human Capital Management) is a leading cloud-based software suite designed to streamline and automate all HR-related processes, from recruitment to retirement. It offers a centralized system that integrates various human resource functions such as employee data management, payroll, benefits administration, talent acquisition, time tracking, and workforce analytics.

Unlike traditional HR systems, Workday HCM is built on a single data model, ensuring real-time visibility, ease of use, and secure access. Whether you’re a small business or a global enterprise, Workday provides scalable and configurable tools to manage your workforce efficiently.

Key features of Workday HCM include:

• Core HR data management

• Compensation planning

• Talent and performance tracking

• Workforce planning and analytics

• Time, absence, and payroll integration

• Employee and manager self-service tools

As companies increasingly shift to cloud platforms for agility and scalability, Workday has emerged as a go-to solution for modern HR digital transformation.

Importance of Workday in Modern HR

In today’s dynamic and competitive workforce landscape, HR departments are expected to be agile, data-driven, and employee-focused. This is where Workday HCM shines.

Here’s why Workday HCM is important in modern HR:

1. Unified Platform:
   Workday consolidates all HR functions in one platform—eliminating the need for multiple disconnected systems.

2. Real-Time Insights:
   With advanced analytics and reporting, HR leaders can make quick, informed decisions about workforce planning, headcount, attrition, and performance.

3. Employee-Centric Design:
   Its intuitive user interface is optimized for mobile and desktop, making it easier for employees and managers to manage their own tasks, reducing HR workload.

4. Global Scalability:
   Workday supports multiple currencies, languages, and compliance regulations, making it ideal for multinational organizations.

5. Agile Configuration:
   Unlike rigid legacy systems, Workday allows HR teams to configure business processes, workflows, and reports—without deep IT intervention.

6. Enhanced Security & Compliance:
   With strong role-based access control and audit trails, Workday ensures your HR data is safe and compliant with international standards like GDPR and SOX.

Future-Ready with AI/ML:
Workday leverages artificial intelligence and machine learning to offer predictive insights, intelligent automation, and personalized recommendations.

Why Learn Workday HCM?

In today’s evolving digital HR landscape, Workday HCM (Human Capital Management) is one of the most sought-after platforms by enterprises and professionals alike. Whether you’re an HR executive, business analyst, consultant, or IT professional, learning Workday HCM can give you a competitive edge in your career.

Benefits for Professionals and Enterprises

For Professionals:

• High Demand, High Salary:
  Workday-certified professionals are among the top earners in the HR tech space. Roles like Workday Consultant, Workday Analyst, and Workday Integration Developer consistently rank among the highest-paid jobs in cloud-based HR.

• Versatile Career Options:
  Once you learn Workday, you can work across multiple domains—such as Core HCM, Recruiting, Payroll, Time Tracking, and Integration. This versatility opens up career paths in both functional and technical roles.

• Global Opportunities:
  Multinational corporations across the US, UK, Canada, Europe, and Asia are constantly hiring Workday professionals, offering abundant onsite and remote work opportunities.

• Continuous Learning Curve:
  Workday’s frequent updates and modular structure encourage continuous upskilling, keeping your skill set relevant and in-demand.

For Enterprises:

• • Streamlined HR Operations:
    Workday centralizes all HR activities into a single platform, reducing redundancy and improving efficiency.

  • Real-Time Workforce Visibility:
    With advanced dashboards, analytics, and reports, HR leaders gain powerful insights to drive strategic decisions.

  • Improved Employee Experience:
    Self-service capabilities for employees and managers reduce HR intervention and enhance overall user satisfaction.

Reduced Operational Costs:
Automation of payroll, onboarding, and performance evaluations reduces manual errors and administrative overhead.

Growing Demand and Career Scope

The global HR software market is projected to exceed $33 billion by 2028, and Workday holds a dominant share in the cloud HR segment. With more than 10,000 customers across 175+ countries, the demand for Workday professionals is rising at a rapid pace.

Top Workday job roles include:

• Workday HCM Consultant

• Workday Functional Analyst

• Workday Integration Developer

• Workday HRIS Analyst

• Workday Payroll Consultant

Industries hiring Workday talent:

• Healthcare

• Education

• Financial services

• Retail

• Manufacturing

• Technology

The career scope is broad and future-proof, especially with new modules being added regularly and Workday’s investment in AI and machine learning.

Workday Market Share and Adoption

As of 2025, Workday is used by 65% of Fortune 500 companies, and the number continues to grow. Some of the leading enterprises using Workday HCM include:

• Amazon

• Netflix

• Unilever

• Coca-Cola

• Pfizer

• Goldman Sachs

Workday is especially favored by companies with a large workforce or global presence because of its ability to handle complex organizational structures, compliance requirements, and multi-language/currency support.

According to Gartner and Forrester, Workday continues to lead the cloud HCM space alongside SAP SuccessFactors and Oracle HCM Cloud, making it a safe and strategic skill investment for professionals aiming for long-term success.

Workday HCM Architecture

Understanding the Workday HCM architecture is critical for anyone looking to master the platform. Workday is known for its modern, flexible, and secure cloud-native architecture, designed specifically to meet the complex needs of human capital management in a digital enterprise. This section of the Workday HCM Tutorial explores its core architectural elements.

Cloud-Native Architecture

Workday HCM is a cloud-native platform, meaning it was built from the ground up to run in the cloud—not migrated from legacy systems. This gives Workday several advantages:

• High Availability & Scalability:
  Cloud-native design ensures uninterrupted access to services, even under heavy user load or global usage.

• Continuous Updates:
  Workday rolls out bi-annual updates without the need for manual software patches or downtime, allowing businesses to stay current effortlessly.

• Global Accessibility:
  Users can access Workday securely from any device, anywhere in the world, via web or mobile.

• Security & Compliance:
  Workday uses multi-layered cloud security protocols, including data encryption, role-based access control, and audit logging. It adheres to global standards like GDPR, SOC 1 & 2, ISO 27001, and HIPAA.

This cloud-native approach empowers HR teams to be more agile, responsive, and connected.

In-Memory Database

One of the standout features of Workday HCM’s architecture is its in-memory computing technology.

What is an In-Memory Database?

Instead of storing and retrieving data from traditional disk-based storage, Workday keeps active data in memory (RAM). This results in:

• Faster data retrieval

• Real-time analytics and reporting

• Reduced latency in workflows

For example, if an HR executive wants to view live compensation reports across departments, the system delivers results instantly—even for global enterprises with thousands of employees.

The in-memory model supports instant recalculations of pay, bonuses, time off, or benefits, making Workday ideal for dynamic HR environments.

Object-Based Data Model

At the heart of Workday HCM’s architecture lies its object-based data model—a fundamental innovation that differentiates Workday from other HCM solutions.

What does object-based mean?

In Workday, all business entities are treated as objects—such as employee, job, department, organization, position, etc. Each object contains:

• Attributes (fields like name, ID, status)

• Relationships (e.g., employee belongs to a department)

• Behaviors (business rules, workflows)

This model brings several advantages:

• Flexibility: Easily configure or extend objects without custom coding

• Reusability: Objects can be reused across modules like Payroll, Time Tracking, and Benefits

• Data Integrity: Referential integrity is automatically maintained between related objects

• Security: Role-based access can be enforced at the object level

Example:
If a user updates the job title of an employee object, that change reflects automatically in payroll, benefits, performance, and reporting modules—thanks to this unified object-based model.

Additional Technical Highlights

• Service-Oriented Architecture (SOA):
  Workday components are modular and communicate through services, enabling seamless updates and customizations.

• Web Services (SOAP & REST APIs):
  Workday provides robust integration capabilities via standard APIs for connecting with external systems like Salesforce, SAP, or external payroll providers.

Workday Studio:
A powerful IDE used for building complex integrations using XSLT, Web Services, and Workday’s custom components.

Getting Started with Workday HCM

If you’re new to Workday, this section of the Workday HCM Tutorial will guide you through the basics of accessing the system, understanding its user interface, and navigating efficiently. Whether you’re an HR admin, employee, or manager, knowing how to use Workday effectively is the first step toward mastering it.

Accessing Workday

To begin using Workday HCM, users must access the platform via their organization’s Workday login portal. This is typically provided by your IT or HR team.

Access Options:

• Web Browser:
  You can access Workday through a secure browser-based URL, often in the format https://www.mycompany.workday.com.

• Mobile App:
  Workday offers mobile apps on iOS and Android, allowing access to tasks like viewing payslips, requesting time off, or approving requests on the go.

• Single Sign-On (SSO):
  Many organizations integrate Workday with their identity provider (Okta, Microsoft Azure AD, etc.) for seamless, secure login using SSO.

User Interface Overview

The Workday interface is designed for usability and consistency. Here’s what you’ll encounter once logged in:

1. Worklets (Dashboard Widgets):

Worklets are customizable tiles or cards that give quick access to key functions. Some common worklets include:

• My Team

• Pay

• Time Off

• Benefits

• Expenses

You can personalize your dashboard by adding or removing worklets based on your role and preferences.

2. Global Search:

The Search bar at the top is one of Workday’s most powerful tools. You can search for:

• Employees or positions

• Business processes

• Reports or tasks

• Organizations and job profiles

As you type, Workday shows suggestions categorized by object type, making navigation intuitive and fast.

3. Profile & Actions Menu:

Clicking on your name or photo in the top-right corner reveals:

• Your profile

• Inbox (for pending actions)

• Settings (language, display, etc.)

• Sign out

Navigation Tips for New Users

Navigating through Workday is simple once you understand a few best practices:

Use the Search Efficiently:

• Use full or partial keywords

• Filter results by category (e.g., Reports, People, Tasks)

Pin Your Favorite Worklets:

Click the gear icon to rearrange or add frequently used worklets like “Time Off” or “Payslips.”

Understand the “Related Actions” Icon:

The twinkling star or cube icon next to any object lets you perform actions related to it (e.g., view job history, initiate transfer, edit profile). This contextual menu adapts to your role.

Use Your Inbox for Tasks:

Your Workday Inbox contains:

• Items awaiting your action (e.g., approvals, reviews)

• Archived actions and history

Check it daily to stay on top of workflows and avoid process delays.

• Try Workday Mobile:

The Workday Mobile App is optimized for:

• Approvals

• Time off requests

• Viewing pay and benefits

• Mobile notifications

It’s a great way to stay connected while on the move.

Also Read: Workday HCM Interview Questions

Workday Organizational Structures

A key part of mastering Workday HCM is understanding how organizational structures are set up and managed. Workday’s object-oriented design offers flexibility to define your enterprise’s structure in a way that mirrors real-world hierarchies and reporting relationships. In this section of the Workday HCM Tutorial, we’ll explore the different types of organizational structures available in Workday.

Supervisory Organizations

Supervisory organizations are the backbone of Workday HCM. They define who reports to whom and form the foundation for staffing models, business processes, security policies, and approvals.

Key Features:

• Each supervisory org is tied to a manager (usually a person or position).

• Used to group employees under a common reporting line.

• You can create subordinate organizations to reflect departments and teams.

• Business processes like hiring, termination, and transfers are executed through these orgs.

Example: A “Finance Department” supervisory org might include teams like Accounts Payable, Taxation, and Payroll.

Best Practice:

Always keep supervisory orgs updated when leadership changes or team structures shift to ensure smooth workflow processing.

Company, Location, and Region Organizations

These organizational types help define the physical and legal structure of your business in Workday:

Company:

• Represents a legal entity within Workday.

• Required for financial transactions, payroll, and accounting.

• Companies are used for financial reporting, tax compliance, and integrations with Workday Financials.

Location:

• Denotes a physical place where workers are located (e.g., office, remote, warehouse).

• Impacts time zones, payroll, local holidays, and security groups.

• Can be linked to supervisory orgs to define where a department or team operates.

 Region:

• Optional classification to represent geographical zones (e.g., North America, EMEA).

• Often used for regional reporting, analytics, and compliance rules.

• Regions can span multiple locations or countries.

Custom and Cost Center Organizations

These are non-supervisory org types used to further segment, report, or manage your workforce and budgets.

Custom Organizations:

• Created to group employees based on custom business needs.

• Examples: Training Groups, Sales Territories, Union Membership.

• Used to apply specific business processes or security rules to targeted groups.

Cost Center Organizations:

• Designed to represent financial responsibility areas within a company.

• Tied closely to budgeting and cost accounting.

• Employees are assigned a cost center so their salaries and benefits are charged appropriately.

Example: A cost center “Marketing – India” helps track all salary and expense costs for marketing employees based in India.

Organizational Hierarchies

All of these organizational structures can be configured to form hierarchies, allowing companies to:

• Roll up reporting and analytics.

• Define approval chains.

• Set up organization-level security.

Common hierarchies include:

• Supervisory Hierarchy

• Company Hierarchy

• Cost Center Hierarchy

Location Hierarchy

Understanding Staffing Models in Workday

In Workday HCM, staffing models define how workers are hired, assigned, and managed within an organization. Selecting the right staffing model is crucial for ensuring accurate headcount management, streamlined hiring, and flexibility in workforce planning.

This section of the Workday HCM Tutorial explores the two primary staffing models—Job Management and Position Management—along with their differences and use cases.

 What is a Staffing Model?

A staffing model determines the structure of staffing within a supervisory organization. It controls how jobs or positions are created and filled, and how the system tracks headcount.

Staffing models are defined when setting up a supervisory org and can be adjusted later with careful planning and migration.

Job Management Model

The Job Management model is more flexible and commonly used in organizations with dynamic staffing needs.

Key Characteristics:

• Focuses on jobs, not predefined positions.

• Workers are hired directly into job requisitions within a supervisory organization.

• Easier to manage when headcount is fluid or roles are frequently changing.

• Less administrative overhead than Position Management.

Ideal For:

• Organizations with seasonal workers, high turnover, or dynamic project teams.

• Environments where job roles evolve frequently.

Example: A retail chain hiring seasonal sales staff might prefer Job Management for faster onboarding.

Position Management Model

The Position Management model is more structured and controls headcount more tightly.

Key Characteristics:

• Requires each position to be created and approved before hiring.

• Enforces headcount and budget control.

• Workers are assigned to positions, which are tied to job profiles.

• You must create a new position to backfill a vacated role or add a new headcount.

Ideal For:

• Large enterprises with complex org structures.

• Organizations where budget, compliance, and headcount tracking are critical (e.g., government, finance, healthcare).

Example: A hospital hiring registered nurses per ward would use Position Management to track each nurse’s post.

Key Differences: Job Management vs Position Management

While it’s possible to transition from one model to another, it involves:

• Migrating data

• Modifying business processes

• Adjusting security and reporting structures

Therefore, choosing the right model early in your Workday implementation is vital.

Core Workday HCM Modules Explained

Workday HCM is a unified suite of applications designed to manage your organization’s human capital from hire to retire. In this part of the Workday HCM Tutorial, we’ll explore the essential modules that make up the Workday HCM ecosystem. These modules streamline HR processes, enhance compliance, and improve employee engagement—all from a single, cloud-based platform.

1. Core HR

Core Human Resources (Core HR) is the foundation of Workday HCM. It manages all employee information, organizational structures, positions, job profiles, and transactions related to the employee lifecycle.

Key Features:

• Employee record and profile management

• Organizational hierarchies and structures

• Worker history tracking

• Position and job changes

• Business process automation

Core HR acts as the central system of record and drives the other HCM modules.

2. Talent & Performance

The Talent and Performance module empowers organizations to attract, develop, and retain top talent by aligning employee goals with business objectives.

Key Features:

• Goal setting and tracking

• Performance appraisals and feedback

• Career development planning

• Succession planning

• Skills and competencies framework

This module helps identify high-potential employees and nurture leadership pipelines.

3. Compensation

The Compensation module allows organizations to plan, manage, and execute compensation strategies tailored to employee performance and market benchmarks.

Key Features:

• Salary structures and merit plans

• Bonus and incentive management

• Stock and equity tracking

• Compensation review cycles

Workday’s compensation tools help ensure fair, competitive, and performance-based rewards.

4. Benefits

The Benefits Administration module simplifies the management of health, insurance, and retirement plans for employees.

Key Features:

• Open enrollment configuration

• Benefit eligibility rules

• Life event management

• Integration with benefit carriers

• Cost and coverage tracking

Employees can self-manage their benefits, and HR teams can automate benefit eligibility and compliance.

5. Time Tracking

Workday Time Tracking is a unified module that captures time entries, manages attendance, and integrates with payroll in real time.

Key Features:

• Clock-in/out features (web, mobile, kiosks)

• Timesheet submission and approvals

• Overtime and shift differential tracking

• Real-time visibility into hours worked

• Mobile and wearable integration

Seamless integration with Payroll ensures accurate wage calculation.

6. Absence Management

The Absence Management module handles employee leaves, time off requests, and accruals based on organizational policies.

Key Features:

• Vacation, sick, maternity, FMLA, and custom leave types

• Accrual rules and balances

• Leave request workflows and approvals

• Absence calendars and forecasting

• Global leave policies

This module improves workforce planning and ensures compliance with labor laws.

7. Payroll

Workday Payroll delivers accurate, real-time, and configurable payroll processing with complete control and compliance.

Key Features:

• Earnings, deductions, and net pay processing

• Payroll tax setup and filing

• Retroactive and off-cycle payments

• Integration with time tracking and benefits

• Gross-to-net analytics

Business Process Framework in Workday

The Business Process Framework is one of the most powerful features in Workday HCM, allowing organizations to automate and customize their HR workflows. In this part of the Workday HCM Tutorial, we explore how Workday’s business processes work and how they can be tailored to fit specific organizational needs.

Overview of Business Processes

A Business Process (BP) in Workday is a sequence of steps (like approvals, reviews, notifications) triggered by a specific action—such as hiring an employee, changing compensation, or terminating a worker.

Each process includes:

• Initiation (trigger event)

• Review steps (manager, HR, finance, etc.)

• Approvals (based on roles or conditions)

• Notifications (to stakeholders)

• Integration steps (e.g., payroll or time systems)

Workday provides default BPs that can be configured to match organizational policies.

Approval Chains and Condition Rules

Approval chains define who must approve a process and in what sequence. They can include:

• Managers

• HR Partners

• Compensation Partners

• Custom user-based roles

Condition Rules allow dynamic decision-making. For example, a promotion above a certain salary level might require additional approvals.

Example:
If compensation change > $10,000 → send to Compensation Director.

This dynamic routing ensures compliance and efficiency.

Configuring Business Processes

Admins can configure each business process using:

• Edit Definitions: Add or remove steps, conditions, or notifications.

• Edit Policies: Set deadlines, default values, or cancel/restart settings.

• Edit Security: Define which users or roles can initiate, approve, or view steps.

Configuration is done through a simple user interface without the need for coding. This flexibility empowers HR departments to adjust workflows quickly based on organizational or regulatory changes.

Workday allows you to track historical changes to BPs, enhancing auditability and transparency.

Security in Workday

Workday uses a security model that is both robust and flexible, allowing you to manage access to data and functionality across the platform. In this section of the Workday HCM Tutorial, we explain how security is structured in Workday and how access control is enforced.

Domain and Business Process Security

Workday uses two types of security policies:

• Domain Security Policy: Controls access to data (e.g., salaries, benefits, personal details).

• Business Process Security Policy: Controls who can initiate, view, and approve each step in a business process.

Each policy can be assigned to roles (like HR Partner, Manager, Employee) and tailored at a granular level.

Example: A manager may have access to view salary data of their team, but not company-wide.

Role-Based Access Control (RBAC)

Workday implements RBAC by assigning security roles to workers, enabling them to perform specific tasks or view certain data.

Common roles include:

• Manager

• HR Partner

• Recruiting Partner

• Payroll Administrator

Roles are assigned at different organizational levels (Company, Location, Supervisory Org), providing context-specific access.

User-Based Groups (Security Groups)

Security Groups are collections of users who share similar access needs. Types of groups include:

• Role-based groups: Based on a person’s role (e.g., all HR Partners).

• User-based groups: Manually selected users.

• Dynamic groups: Automatically assigned based on business rules (e.g., all employees in Region A).

These groups are then linked to domain or BP policies to enforce access controls.

Workday Integrations

Workday’s ability to integrate with external systems is one of its strongest features. Whether you’re connecting to payroll providers, recruiting platforms, or analytics tools, Workday supports various integration options to ensure seamless data exchange.

Overview of Integration Tools

Workday provides multiple tools for integrating with other systems:

• EIB (Enterprise Interface Builder)

• Workday Studio

• Web Services (SOAP, REST)

EIB (Enterprise Interface Builder)

EIB is a no-code/low-code tool that allows users to build simple inbound and outbound integrations. It’s ideal for scheduled data loads like employee rosters or benefits updates.

Features:

• Easy to use interface

• Secure file transmission (SFTP, HTTPS)

• Flat file support (CSV, XML)

Workday Studio

Workday Studio is a powerful, Eclipse-based IDE for building complex integrations. It supports custom logic, multiple data sources, and chaining of services.

Use cases include:

• Multi-system integrations (e.g., payroll + time tracking)

• Data transformations

• Error handling and custom validations

Web Services (SOAP, REST APIs)

Workday supports both SOAP and REST APIs, allowing developers to interact with Workday programmatically. These APIs are used to:

• Read/write Workday data

• Integrate with third-party HR tools

• Automate workflows

Workday Mobile & Self-Service

Workday offers a robust mobile platform that enhances usability and accessibility for both employees and managers.

Mobile App Features

The Workday Mobile App is available for iOS and Android. It provides access to:

• Payslips and tax documents

• Time tracking and absence requests

• Org charts and team details

• Expense approvals

Employee Self-Service (ESS)

ESS enables employees to perform everyday tasks without HR involvement:

• Update personal information

• View benefits and pay

• Request time off

• Submit expense reports

Manager Self-Service (MSS)

MSS gives managers tools to:

• Approve time and expenses

• View team performance

• Manage job changes and promotions

• Initiate hiring or transfers

Workday Certification Path

Becoming a certified Workday professional is a strategic career move. This section of the Workday HCM Tutorial explains how to get certified.

Who Can Get Certified?

To get certified, you must be sponsored by a Workday partner (like Deloitte, Accenture, Cognizant) or a Workday customer organization. Individuals cannot register independently.

Types of Certifications

Popular Workday certifications include:

• HCM Core

• Recruiting

• Payroll

• Compensation

• Time Tracking

• Integration (EIB, Studio)

Each certification is role-specific and includes hands-on training, tests, and real-world scenarios.

Training Providers & Costs

Training is conducted by Workday itself or approved partners. Costs vary:

• Corporate training: $2,500 – $5,000 per module

• Duration: 2–5 weeks, depending on module and complexity

Real-World Use Cases

Workday HCM is trusted by leading global enterprises for its flexibility and efficiency. Real-world use cases include:

Large Enterprise Deployment

Companies like Amazon, Netflix, and Target use Workday to manage HR across global locations, leveraging its multi-currency and localization features.

Onboarding Automation

Workday automates onboarding by:

• Sending welcome emails

• Assigning tasks

• Guiding new hires through policies, document uploads, and benefits selection

Payroll Processing

With integration to third-party payroll systems or Workday Payroll, organizations can automate:

• Deductions

• Taxes

• Garnishments

• Payslip generation

Performance Reviews

Performance management tools allow 360-degree reviews, goal setting, and continuous feedback aligned with compensation decisions.

Workday Career Opportunities

A Workday skillset is highly valuable in today’s job market. This section of the Workday HCM Tutorial looks at careers in this field.

Job Roles

• Workday Consultant (Functional/Technical)

• Workday Analyst

• Workday Developer

• Integration Specialist

• Payroll/HRIS Admin (Workday)

Required Skills & Salary Expectations

In-demand skills:

• Core HCM knowledge

• Business process configuration

• Integration (EIB, Studio)

• Report writing (Calculated Fields, BIRT)

Average salaries (USD):

• Workday Consultant: $90K–$140K

• Workday Developer: $100K–$150K

• Analyst: $70K–$110K

Resume Tips

• Highlight Workday modules and certifications

• Showcase real project experience

• Use metrics: “Streamlined onboarding, reducing time by 30%”

• Mention tools: Studio, EIB, Calculated Fields, Report Designer

Best Practices for Learning Workday HCM

Here’s how to accelerate your Workday learning journey:

Hands-On Practice

Use Workday’s practice environments (sandbox/tenant) to simulate real scenarios like hiring, configuring BPs, and setting up integrations.

Sandbox Environments

Workday offers sandbox tenants for safe testing and learning without affecting production data.

Community and Forums

Join Workday-focused communities:

• Workday Community (official)

• Reddit /r/Workday

• LinkedIn Workday groups

• eLearning platforms like Udemy, Coursera, eLearnCourses

Conclusion

In this Workday HCM Tutorial, we’ve covered everything from architecture and modules to certifications and careers.

Summary of Workday HCM Capabilities

• Cloud-native, scalable, and secure

• Comprehensive HR, payroll, and talent management

• Powerful automation via business processes and integrations

Why Workday is the Future of HR

Workday’s agility, user-friendly interface, and deep functionality make it the go-to HR system for modern enterprises. With growing demand, skilled professionals in Workday HCM are poised for exciting career opportunities.