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 understands + anticipates your needs, because we’ve walked in your shoes.
Invisors has Workday HCM consultants with work experience as:
HR Business Partner
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.
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.)