Workday HCM

Key Responsibilities (Workday-specific) 1)
Transition / Ramp-Up (start through Day-One readiness) - Gain proficiency in the State of Georgia’s Workday tenant configuration, including Business Processes (BPs), Condition Rules, Calculated Fields (CFs),-
Build working knowledge of upstream/downstream dependencies impacting Compensation and Talent (e.g., integrations, reports, EIBs, and data loads).
2) Hypercare / Day-One Surge Support (go-live stabilization) 
Provide functional production support for Compensation and Talent by managing incident intake, triage, prioritization, and resolution using defined SLAs.
3) Steady-State Operate (Production Support & O&M) 
Resolve and fulfill support requests across Compensation and Talent, including: Compensation changes (eligibility, comp plans, allowances, one-time payments as applicable) - BP routing and approvals, task management, and exceptions - Security access troubleshooting (role-based assignments, domain/BP security) - Reporting support using Workday Reports (advanced reports/matrices as applicable) and dashboards 
4) Minor Enhancements / Continuous Improvement (Configuration + Testing) - Elicit and document requirements; translate needs into Workday solution options and acceptance criteria. 
Workday HCM Core (foundation for worker data, organizations, and BP orchestration) -
Workday Compensation (compensation plans/components, eligibility, comp change processes) -
Workday Talent (performance/goals, talent profiles, succession-related processes where applicable) -
Required Skills: Workday Foundation HCM Foundation Compensation Foundation Talent Management - Process Foundation