About the Role

We're growing our HR Technology Solutions team and looking for a VP, Workday HCM Senior Solution Consultant who genuinely enjoys the craft of Workday — someone who likes digging into a messy business problem, designing solutions, and then building it themselves

You'll join a collaborative HR Technology Solutions team that partners closely with our HR Centers of Excellence (COEs) and non-HR internal clients. You'll work directly with them to understand what they're really trying to achieve, design a Workday-native solution, and carry it through to configuration.

Our Workday footprint spans Core HCM, Advanced Compensation, Recruiting, Performance Management, Prism Analytics, Payroll, Time and Absence, and Adaptive. You don't need expertise across every area — we care most about real depth in the modules you know best.

Roles & Responsibilities

• Partner directly with COE stakeholders to gather requirements, but more importantly, to understand the underlying business problem — you will regularly be the person in the room asking "what are you actually trying to solve for" before a design is proposed.

• Own solution design: business process configuration, calculated fields, condition rules, custom reports, and where relevant, integration touchpoints with downstream/upstream systems.

• Configure the solution in Workday — this is a build role, not a hand-off-to-someone-else role.

• Partner closely with our dedicated Security team on the security design for your solutions, and with our Data Management team on worker data loads and EIBs — production security changes and data migrations are executed by those teams as part of our operating model.

• Evaluate trade-offs between out-of-the-box Workday functionality, configuration workarounds, and process/policy changes, and make a clear recommendation to stakeholders.

• Assess cross-module and cross-COE implications of any change — e.g., how a compensation configuration change affects Advanced Comp eligibility rules, or how a Talent process change affects downstream Performance cycles.

• Support release management: evaluate Workday's biannual releases for impact to existing configuration, and recommend adoption or deferral of new features.

• Provide architectural input on new HR technology initiatives, including build vs. buy decisions and Workday's ability (or inability) to meet a given business need.

• Maintain configuration documentation and design decisions in a way that is auditable and transferable — not just tribal knowledge.

• Mentor less-experienced team members on configuration best practices where applicable.

Qualification (Required)

• 8–10+ years of hands-on Workday configuration experience, with direct, verifiable ownership of solution design and configuration — not just post-go-live support.

• Deep, hands-on configuration expertise in at least one of the following, with working knowledge of how it connects to the others: Core HCM, Advanced Compensation, Recruiting, Performance Management, Talent, Prism Analytics, or Severance.

• Demonstrated ability to translate an ambiguous business ask into a Workday design, not just execute a pre-written requirements document.

• Comfort owning configuration in a live production tenant — business process design, calculated fields, condition rules, custom reports — and working knowledge of security and EIB/data load concepts sufficient to design solutions and partner effectively with our Security and Data Management teams on execution.

• Working knowledge of the broader Workday ecosystem and how changes in one area ripple into others (e.g., HCM data model implications for Payroll or Time & Absence, even though those modules sit outside this role).

• Strong consulting instincts: comfortable pushing back on a COE's request when a simpler or more sustainable design exists, and can explain why in plain language to a non-technical stakeholder.

• Excellent written and verbal communication — you will regularly present design options directly to COE leaders and HR business partners.

Nice to Have

• Experience working in an HR Technology Solutions function embedded within a large, matrixed enterprise (as opposed to purely consulting-side experience).

• Exposure to Workday Extend, Workday Learning, Hired Score, Paradox

• Experience with M&A-driven Workday configuration work (entity mergers, tenant consolidations, data conversions).

• Prior experience mentoring junior analysts or leading a workstream within a larger implementation team.

Salary Range:

$120,000 - $210,000 Annual

The range quoted above applies to the role in the primary location specified. If the candidate would ultimately work outside of the primary location above, the applicable range could differ.

Employees are eligible to participate in State Street’s comprehensive benefits program, which includes: our retirement savings plan (401K) with company match; insurance coverage including basic life, medical, dental, vision, long-term disability, and other optional additional coverages; paid-time off including vacation, sick leave, short term disability, and family care responsibilities; access to our Employee Assistance Program; incentive compensation including eligibility for annual performance-based awards (excluding certain sales roles subject to sales incentive plans); and, eligibility for certain tax advantaged savings plans.

For a full overview, visit .

About State Street

Across the globe, institutional investors rely on us to help them manage risk, respond to challenges, and drive performance and profitability. We keep our clients at the heart of everything we do, and smart, engaged employees are essential to our continued success.

We are committed to fostering an environment where every employee feels valued and empowered to reach their full potential. As an essential partner in our shared success, you’ll benefit from inclusive development opportunities, flexible work-life support, paid volunteer days, and vibrant employee networks that keep you connected to what matters most. Join us in shaping the future.

As an Equal Opportunity Employer, we consider all qualified applicants for all positions without regard to race, creed, color, religion, national origin, ancestry, ethnicity, age, disability, genetic information, sex, sexual orientation, gender identity or expression, citizenship, marital status, domestic partnership or civil union status, familial status, military and veteran status, and other characteristics protected by applicable law.

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