Job DescriptionThe Director, HR Applications - Workday will serve as the IT application leader responsible for the overall strategy, delivery, and support of the Workday HR application suite. This role will partner closely with HR business stakeholders, regional teams, and IT teams to drive Workday transformation, optimize business processes, and ensure the platform supports the company's growth and evolving HR operating model.
This leader will oversee the Workday application landscape across Core HCM, Compensation, Benefits, Payroll, Absence, Time Tracking, Talent, Performance, Reporting, Integrations, and related HR processes. The role will also work closely with the APAC team and other global partners to ensure consistent delivery, strong governance, operational excellence, and successful execution of major HR initiatives.
ESSENTIAL DUTIES AND RESPONSIBILITIES:
- Lead the overall strategy, roadmap, delivery, and support model for the Workday HR application suite.
- Partner with HR leadership and business stakeholders to align Workday capabilities with HR transformation goals and business priorities.
- Oversee major HR processes and annual cycles, including Compensation, Benefits, Payroll, Performance, Talent, Absence, and employee lifecycle processes.
- Provide leadership and direction to global Workday teams, including APAC-based resources, technical architects, configuration teams, and support partners.
- Drive Workday enhancements, integrations, automation, reporting, and process improvements to improve employee and manager experience.
- Ensure strong governance around Workday security, access controls, business processes, data quality, integrations, and compliance requirements.
- Partner with Payroll, Benefits, Compensation, HR Operations, Legal, Finance, and IT teams to deliver scalable and compliant solutions.
- Lead prioritization of Workday initiatives, balancing business needs, platform capabilities, risk, and operational capacity.
- Support major transformation programs, system rollouts, vendor engagements, and Workday roadmap planning.
- Establish application support standards, documentation, release management, testing discipline, and production change controls.
- Drive continuous improvement by identifying opportunities to automate manual processes, reduce cycle time, and improve data accuracy.
- Serve as the senior IT point of contact for Workday-related strategy, escalations, and executive-level discussions.
QualificationsREQUIRED:
- Strong experience leading Workday HR applications in a global enterprise environment.
- Deep understanding of Workday HCM and related modules such as Compensation, Benefits, Payroll, Absence, Time Tracking, Talent, Performance, Reporting, Security, and Integrations.
- Experience partnering with HR leadership and business stakeholders on strategic roadmap planning and transformation initiatives.
- Strong knowledge of HR business processes, employee lifecycle management, compliance, data governance, and global HR operations.
- Proven ability to lead global teams, including offshore or APAC-based delivery and support teams.
- Experience managing major HR cycles such as compensation planning, benefits enrollment, payroll operations, performance cycles, and organizational changes.
- Strong leadership, communication, stakeholder management, and executive presentation skills.
- Ability to translate business needs into scalable Workday solutions and long-term application strategy.
- Experience with application governance, production support, release management, change management, and audit controls.
PREFERRED:
- Experience with Workday integrations, reporting, security, and business process configuration.
- Experience supporting global payroll, benefits, and compensation transformation programs.
- Familiarity with HR technology ecosystem integrations, including ServiceNow, payroll providers, recruiting/onboarding platforms, finance systems, and employee experience tools.
- Strong focus on automation, AI-enabled transformation, self-service, and employee experience improvements.
- Experience managing vendor partners, implementation partners, and internal technical teams.
Compensation & Benefits Details- An employee's pay position within the salary range may be based on several factors including but not limited to (1) relevant education; qualifications; certifications; and experience; (2) skills, ability, knowledge of the job; (3) performance, contribution and results; (4) geographic location; (5) shift; (6) internal and external equity; and (7) business and organizational needs.
- The salary range is what we believe to be the range of possible compensation for this role at the time of this posting. We may ultimately pay more or less than the posted range and this range is only applicable for jobs to be performed in California, Colorado, New York or remote jobs that can be performed in California, Colorado and New York. This range may be modified in the future.
- You will be eligible to participate in Sandisk's Short-Term Incentive (STI) Plan, which provides incentive awards based on Company and individual performance. Depending on your role and your performance, you may be eligible to participate in our annual Long-Term Incentive (LTI) program, which consists of restricted stock units (RSUs) or cash equivalents, pursuant to the terms of the LTI plan. Please note that not all roles are eligible to participate in the LTI program, and not all roles are eligible for equity under the LTI plan. RSU awards are also available to eligible new hires, subject to Sandisk's Standard Terms and Conditions for Restricted Stock Unit Awards.
- We offer a comprehensive package of benefits including paid vacation time; paid sick leave; medical/dental/vision insurance; life, accident and disability insurance; tax-advantaged flexible spending and health savings accounts; employee assistance program; other voluntary benefit programs such as supplemental life and AD&D, legal plan, pet insurance, critical illness, accident and hospital indemnity; tuition reimbursement; transit; the Applause Program, employee stock purchase plan, and the Sandisk's Savings 401(k) Plan.
- Note: No amount of pay is considered to be wages or compensation until such amount is earned, vested, and determinable. The amount and availability of any bonus, commission, benefits, or any other form of compensation and benefits that are allocable to a particular employee remains in the Company's sole discretion unless and until paid and may be modified at the Company's sole discretion, consistent with the law.
