About the Team

The Global Talent Acquisition Experience team sits in the Technology, Experience and Enablement Center of Excellence and is on a mission to design, implement, and champion industry-leading technology and processes that deliver a hiring experience that is seamless, equitable, and effective for every person involved, candidates, recruiters, interviewers, and hiring managers. We are the team behind the scenes making sure Workday attracts and hires the best talent to build the future of Workday!

We design best-in-class recruiting and hiring processes and lead high-impact initiatives that improve how recruiters, coordinators, and hiring managers work together. We also ensure that the underlying recruiting process framework remains clear, consistent, and well-supported through enablement and communication. If you are energized by building systems and experiences that make a real difference for the people who power Workday's growth, this is the team for you.

About the Role

The Talent Acquisition Process Lead is responsible for advancing how hiring operates across Workday by shaping and delivering improvements to our global recruiting processes, tools, and ways of working.

As part of the Global TA Experience team, this role focuses on the design, evolution, and operationalization of the recruiting operating model, ensuring hiring processes remain scalable, efficient, and aligned as the organization grows.

This role leads high-impact initiatives that improve how recruiters, coordinators, and hiring managers work together, while also ensuring the underlying recruiting process framework remains clear, consistent, and well-supported through strong enablement and communication.

Working closely with Recruiting leadership, HR partners, and cross-functional stakeholders, the TA Process Lead translates strategic priorities into operational improvements that strengthen the overall hiring experience.

Rather than functioning as a traditional project manager, this role acts as a process owner and operational architect for key areas of the hiring lifecycle, ensuring initiatives evolve the recruiting model and deliver lasting impact.

Key Responsibilities

Recruiting Process Ownership & Operating Model Evolution

Serve as a steward of key recruiting processes by helping define and evolve how hiring is executed across the organization.

Responsibilities include:

• Maintaining clarity and alignment around core recruiting workflows and process standards
• Identifying opportunities to simplify or improve hiring practices across regions and teams
• Partnering with TA leadership to evolve the recruiting operating model as the organization grows
• Ensuring operational guidance remains aligned with how recruiting teams actually work
• Supporting consistency across the global recruiting organization while allowing for regional nuance

Lead Strategic Talent Acquisition Initiatives

Lead high-visibility initiatives that improve the efficiency, scalability, and experience of Workday’s global recruiting organization.

Responsibilities include:

• Leading cross-functional initiatives that evolve recruiting processes, tools, and ways of working
• Driving initiatives from concept through launch and post-implementation stabilization
• Establishing clear project structure, timelines, and accountability to ensure successful delivery
• Partnering with Recruiting, Operations, and Technology teams to operationalize new capabilities
• Ensuring initiatives translate into sustainable changes to the recruiting operating model

These initiatives often support areas such as recruiting technology adoption, process simplification, experience improvements, and operational scaling.

TA Communications & Organizational Alignment

Ensure recruiting teams remain informed and aligned as new processes, tools, and initiatives are introduced.

Responsibilities include:

• Developing communication strategies to support new TA initiatives
• Delivering timely updates that help teams understand what is changing and why
• Managing internal communication trackers to ensure updates and enablement are delivered on schedule
• Creating clear messaging that connects operational changes to broader hiring goals

About You

Basic Qualifications

• 7+ years of experience in program management, process improvement, or talent acquisition operations.
• 7+ years of experience designing and delivering transformative initiatives.

Other Qualifications

• Experience working within recruiting organizations and understanding the end-to-end hiring lifecycle
• Self-motivated and able to work independently in a fast-paced, dynamic environment while managing multiple competing demands
• Experience using project management or workflow tools (Smart Sheets or similar)
• Experience supporting global recruiting programs or TA operations teams
• Strong ability to translate strategy into operational execution
• Excellent stakeholder management and communication skills
• Strong analytical thinking and structured problem-solving abilities
• Ability to manage multiple initiatives while maintaining attention to detail
• Comfort navigating ambiguity and driving clarity in complex environments

Workday Pay Transparency Statement

The annualized base salary ranges for the primary location and any additional locations are listed below.  Workday pay ranges vary based on work location. As a part of the total compensation package, this role may be eligible for the Workday Bonus Plan or a role-specific commission/bonus, as well as annual refresh stock grants. Recruiters can share more detail during the hiring process. Each candidate’s compensation offer will be based on multiple factors including, but not limited to, geography, experience, skills, job duties, and business need, among other things. For more information regarding Workday’s comprehensive benefits, please .

Primary Location: USA.CA.PleasantonPrimary Location Base Pay Range: $135,900 USD - $203,900 USD

 

Additional US Location(s) Base Pay Range: $114,800 USD - $203,900 USD

Our Approach to Flexible Work
 

With Flex Work, we’re combining the best of both worlds: in-person time and remote. Our approach enables our teams to deepen connections, maintain a strong community, and do their best work. We know that flexibility can take shape in many ways, so rather than a number of required days in-office each week, we simply spend at least half (50%) of our time each quarter in the office or in the field with our customers, prospects, and partners (depending on role). This means you’ll have the freedom to create a flexible schedule that caters to your business, team, and personal needs, while being intentional to make the most of time spent together. Those in our remote "home office" roles also have the opportunity to come together in our offices for important moments that matter.