Workday Administrator - Multiple Teams

Job Description:

The Workday Administrator – HCM, Payroll & Integrations, serves as a business partner to functional stakeholders, accountable for configuring, maintaining, and optimizing Workday HCM and Payroll to support accurate, compliant, and efficient people operations, while also building and supporting the Workday integrations across HCM and Financials that keep data flowing between Workday and payroll, benefits, banking, and other business systems. This role balances day-to-day Workday administration with proactive advisory, ensuring our Workday HCM environment evolves in lockstep with Evergreen’s strategy and operating model. Hands-on experience administering Workday HCM and Payroll, along with strong Workday integrations experience, is required for this role; Workday reporting experience is a plus.

The person in this role actively contributes to our culture of belonging, where everyone feels welcome and supported. Success in this role requires the ability to thrive in a fast-paced environment, adapt to change, and support company growth. Trusted relationships across Evergreen and with partners are essential, along with professionalism, and a collaborative mindset that reflects Evergreen’s values (Care Personally, Extend Grace, Be Responsive, Take Ownership, Be Transparent, Innovate).

The salary range for this position starts at $110,000, depending on experience, in addition to bonus eligibility and a comprehensive benefits package.

WHAT YOU’LL DO

Cross‑Functional Partnership & Requirements Gathering

• Build trusted relationships with teams across the business to understand needs, priorities, and constraints.
• Facilitate intake conversations, discovery workshops, and solution design sessions to gather business requirements, evaluate feasibility, and align on new functionality, Workday feature releases, and potential future module deployments.
• Translate business challenges and goals into clear system requirements, technical specifications, and scalable process and configuration designs that meet compliance needs and can be supported in Workday.
• Proactively anticipate needs and identify gaps before issues arise, advising stakeholders on best practices, system capabilities, and trade‑offs to support informed decision‑making.
• Prioritize enhancements by balancing user experience, strategic impact, capacity, and operational risk.

Systems Administration & Process Optimization

• Configure and maintain the Workday tenant, ensuring a stable, secure, and scalable environment that supports daily HR and Payroll operations.
• Map business processes end-to-end to identify dependencies, bottlenecks, inefficiencies, and user pain points, then design optimized workflows and automations that reduce manual work, eliminate rework, improve accuracy, and shorten cycle times.
• Monitor system performance, identify issues proactively, and resolve defects through structured troubleshooting and root-cause analysis.
• Manage end-user incidents and service requests: triage, prioritize, and resolve them within agreed service expectations, escalating to Workday or third-party vendors as needed.
• Coordinate release cycles, including environment refreshes, regression testing, deployment validation, and stakeholder communication.
• Test, measure, and iterate on configuration and workflow changes using success metrics, user feedback, and operational outcomes.
• Document configurations, changes, workflows, and best practices for clear knowledge transfer.

Integration Development & Maintenance

• Build, configure, and deploy Workday integrations using EIB, Core Connectors, and Workday Studio to connect Workday HCM and Financials with payroll, benefits, banking, and other downstream systems.
• Test integrations end to end in Sandbox/Preview, including regression testing, output validation, and user acceptance sign-off, before promoting to Production.
• Monitor scheduled integrations, triage failures and exception reports, and resolve root causes within agreed service expectations.
• Maintain integration documentation, field mappings, transformation logic, and support runbooks so every integration remains supportable and auditable.
• Manage integration security and credentials (including ISU/ISSG maintenance and certificate renewals), assess impacts from Workday releases and vendor-side changes, and partner with vendors on new connections, enhancement requests, and escalations.
• Partner with HR, Payroll, Benefits, and Finance teams to translate business process changes (e.g., hires, terminations, compensation events, supplier onboarding, and journal or payment processing) into integration requirements and field mappings.
• Support recurring cycles such as open enrollment, year-end, compensation cycles, and financial close by validating integration readiness and vendor file exchanges.

Reporting & Data Quality

• Build and maintain Workday reports and calculated fields (e.g., Advanced and Matrix Reports) that support HR and Finance operations, integration auditing and reconciliation, and stakeholder reporting needs.
• Keep existing reports current as configuration changes and Workday releases occur, and support self-service reporting for business users.
• Identify and resolve data quality issues or structural gaps that could impact integrations, downstream systems, or reporting.
• Maintain data governance controls around access, retention, compliance, and lifecycle management to ensure responsible data stewardship.

Continuous Improvement & Change Enablement

• Prepare and execute structured test plans for configuration changes and releases, including scenario design, system testing, user acceptance testing, and defect tracking.
• Identify risks related to timeline, quality, resourcing, or scope and escalate appropriately with recommended mitigation strategies.
• Coordinate change requests, ensuring updates are aligned with governance, documented properly, and communicated clearly to affected teams.
• Support adoption of new functionality through user training, communication planning, and post-release monitoring.
• Drive long‑term system enhancement roadmaps by providing input on future improvements, new tools and platform features, optimization opportunities, and evolving business needs.

QUALIFICATIONS

Required Qualifications

• 3+ years of hands-on Workday integration experience, including building and supporting integrations across HCM and/or Financials.

• 3+ years of hands-on experience supporting Workday HCM modules (e.g., Core HR, Compensation, and Payroll) and a strong understanding of HCM business processes and worker data structures.

• Experience with integration testing, data validation, and system design.

• Hands-on experience with Workday integration tools such as EIB, Core Connectors, and Workday Studio (or equivalent iPaaS/ETL tools), including integrations with payroll, benefits, banking, or financial system vendors.

• Proficiency in Microsoft 365: Word, Excel, PowerPoint, Teams, and Outlook.

Preferred Qualifications

• Experience building custom Workday reports, calculated fields, and dashboards (e.g., Advanced, Matrix, Composite Reports).

• Exposure to Workday Adaptive Planning, or experience supporting a Workday module deployment post-go-live.

• Experience with Workday Financials integrations (e.g., bank connectivity, supplier, invoice, or general ledger interfaces).

• Familiarity with Workday integration frameworks (e.g., Cloud Connect for Benefits, PECI/PICOF, Core Connector: Worker) and technologies such as XML, XSLT, Workday Web Services, and SFTP.

• Workday Integrations certification.

OTHER DUTIES

Please note this job description is not a comprehensive listing of activities, duties, or responsibilities that are required of the employee for this position. Duties, responsibilities, and activities might change at any time with or without notice. 

Commitment to Diversity, Equity, Inclusion, + Belonging

Evergreen is an equal opportunity employer (EOE) committed to the full inclusion of all qualified individuals. We know our differences enrich our community and our work, and we recruit, develop, and retain talented people from a diverse candidate pool. We are proud supporters of a radically candid culture that values each person’s complex identity and unique contributions to Evergreen.

We base all employment decisions, including the decision to hire, promote, discipline, or discharge, on merit, performance, and business needs, and do not discriminate based on race, color, religion, gender, gender identity, sexual orientation, age, marital status, mental or physical disability, or other characteristics protected by local, state, or federal law. If you are a qualified person with a disability(s) who needs reasonable accommodation to apply or interview for this position, please contact[email protected].