Workday Talent Acquisition Consultant
Workday Talent Acquisition / Recruiting module specialist. Software implementation, talent acquisition process development, documentation and cross-functional partnerships. Working with Recruiters to gather requirements, determine needs and implement solutions in Workday Recruiting.
Recent assignments include:
Partner cross functionally on confidential projects.
Lead members of the HRIS team to solutions in Workday Talent Acquisition module.
Workday configuration, testing and migration experience.
Train team members on system business processes.
Decipher solutions to Recruiting and Human Capital Management modules.
Write test scripts, test and implement changes into production.
Follow necessary government SOX efforts.
Navigate between Workday, Service Now, SharePoint and TFS systems.
Partner with Recruiting SME’s and Director to gather needs analysis, build recommendations, testing and implement changes into production.
Tested Candidate Attachment Security issues with current Recruiting Module.
Researched and implemented Segmented Security changes so only Managers on a requisition have access to candidate information.
Researched I-9 Section 3 rules and regulations, analyzed current state process in Sandbox, developed recommendation and testing for the recruiting team in Preview and implemented approved changes into Production.
Workday 32 enhancements; research and tested readily available changes for the recruiting team and reported back changes to users.
Created a project list with Recruiting Director to implement WD32 changes that are most important to the team.
Candidate Notifications and Delayed Notifications: tested current state notifications templates and triggers.
Found many errors to the current process and how they should be triggering.
Worked with Recruiting SME to define new dispositions and statuses for candidate communication (internal and external) and new delayed messages.
Revised external email template, created new internal email template, added all new notifications into the Job Application Business Process, cleaned up the disposition reasons and recruiting statuses, added in delayed notifications to requested dispositions.
Created test scripts for SME to test notifications off of in Preview.
Implemented approved changes into Production
Turned off candidate verification email trigger during application process
Build two additional Job Requisition BP’s for Physician Recruiting.
Testing in Preview then will move into production.
Testing in Sandbox how to configure two additional Job Application BP’s to the current BP.
Testing and creating condition rules to activate based on Jobn Family (current project, not complete).
Create and test new onboarding scenarios for Clinical Acquisition in Sandbox.
Senior Talent Acquisition Workday Analyst
Analyzed global TA data to understand the delayed requisition creation process.
Worked through reorganization process by ensuring all active requisitions were assigned to the correct Recruitment team.
Researching and verifying data between several documents.
Analyzed Evergreen to Requisition accuracy to ensure correct pairing.
Analyzed job code, grade and compensation accuracy.
Analyzed all new global hires to ensure data (Location, Hiring Manager, Salary, Job Profile, Grade, etc.) was entered correctly.
Ability to travel:
Ability to relocate:
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More career information available upon request.
Education, Certifications & Training
UNIVERSITY OF MINNESOTA, Minneapolis, MN
Center for Human Resources and Labor Studies, Carlson School of Management
Master of Arts in Human Resources and Industrial Relations
UNIVERSITY OF WISCONSIN_STEVENS POINT, Stevens Point, WI
BA Interior Architecture
Council for Interior Design Accreditation & FIDER
Study Abroad: Australia, Fiji, and New Zealand, fall 2004
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