Invisors Workday Human Capital Management Deployment

Workday Human Capital Management Deployment

If you’re deploying Workday Human Capital Management (HCM), it’s because you’ve seen the product, heard about the results it enables, and believe in what it could mean for your organization…

Do you hope to

eliminate the old-school paper personnel action forms


Invisors approaches each Workday HCM deployment with a special sparkle in our eye, because we want to hear your story:  Where are you coming from + where do you hope to go with this project?

Invisors knows that more than just the system-of-record changes on the go-live date: The system deployment transforms your human capital management experience – organizational strategies, people expectations, and process routines will evolve.

More importantly, Invisors knows that your “happy customer status” is ultimately measured after the deployment is complete and based on how your people are adopting the new processes.

It’s such a small shift in perspective, but it makes a huge difference in your deployment experience and the likelihood of an “and they all lived happily ever after” ending.

Invisors understands + anticipates your needs, because we’ve walked in your shoes.

Invisors has Workday HCM consultants with work experience as:

HR Business Partner

Benefits Manager

Payroll Manager

Time Tracking + Absence Manager

Director of Comp + Talent

HR + Payroll Shared Services Manager

HR Information Systems Manager

Our experience, deployment methodology, and proprietary tools impact your Human Capital Management deployment.

Invisors Workday HCM Training map

Document your Target Operating Model early to help answer critical questions – “Who needs new skillsets?” + “How do current responsibilities match-up to Workday roles?”

Solution design elements that impact multiple functional areas together – deciding who (employees, managers, HR Partners, Recruiters) can see the compensation ranges on job profiles

Answer foundational questions during Plan Stage to quickly identify areas that need solving for – we want to do this early vs learning about a gap + trying to solve for it during Test stage

Approach requirements gathering as an editor vs. author – “We’ve seen these scenarios work well, which works best for you?” vs “What are your requirements? Tell us what to build.”

Leverage Invisors business narratives vs. transactional test scenarios – run through business situations to confirm how the integrated solution has come together: Are the right people involved, are they seeing the correct amount of data, are any process steps missing?

Achieve the detailed knowledge transfer super-users need to be self-sufficient at go-live – we deploy our proprietary command center dashboards to organize the ongoing responsibilities of HR Partners, Data Managers, and each functional CoE Team (Payroll, Benefits, Recruiting, etc.)

Leveraging +12 years of Workday Human Capital Management Deployment experience, we help you connect the dots to see the bigger picture during your unique transformation journey.

Icon for Workday Human Capital Management testimonial

Molly, on our projects HCM team, was a thoughtful and intelligent guide who helped us optimize Workday to meet our goals. She was honest when she felt we were off-track and listened intentionally to our needs and concerns to help us solve for our most important desired outcomes. And then there was Ariel, the yin to her yang and another fantastic contribution to our project team. I’d like to send a big thank you to the entire Invisors project team, but especially these two, who had the biggest impact on it’s overall success.

Juli Rochon

senior vice president, talent & COMMUNICATION At nUANCE COMMUNICATIONS


Let’s talk about “Your Story” – where are you coming from + what do you hope to achieve from Workday Human Capital Management