Job Description
Workday Onboarding Experience and Journey Lead
Must Have Technical/Functional Skills
- 8 12+ years of experience in:
- HR Technology
- Workday (Core HR / Onboarding)
- Experience design / journey transformation
- Strong, hands-on understanding of:
- Workday business processes and onboarding capabilities
- Experience in:
- Journey mapping and service design
- Cross-functional program delivery
- Ability to balance:
- Experience design vision
- Platform constraints and technical feasibility
- Strong facilitation and stakeholder engagement skills
Role Summary
We are seeking a Workday Onboarding Experience & Journey Lead to reimagine and elevate the end-to-end onboarding experience across our HR technology ecosystem. This role is focused on transforming onboarding from a set of disconnected processes into a seamless, intuitive, and high-impact employee journey. The individual will combine deep Workday knowledge, experience design thinking, and cross-functional collaboration to identify friction points, redesign workflows, and deliver a significantly improved onboarding experience. This is not a traditional UX design role. It is a journey-led, product-oriented role focused on experience transformation within the realities of Workday and integrated systems.
Key Responsibilities
Onboarding Journey Ownership
- Lead the redesign of the end-to-end onboarding journey:
- Offer acceptance Pre-boarding Day 1 First 90 days
- Map current-state vs future-state experiences across:
- Employee
- Hiring manager
- HR / operations
- Identify key moments that matter and define target experience outcomes
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Experience Design within Workday
- Translate experience vision into Workday-enabled solutions
- Work deeply within:
- Workday onboarding frameworks
- Business process configurations
- Notifications, tasks, and workflows
- Ensure experience design is practical, scalable, and aligned with platform capabilities
________________________________________
Friction Identification & Simplification
- Diagnose pain points such as:
- Too many steps / handoffs
- Lack of clarity for new hires
- Redundant or manual processes
- Poor manager enablement
- Simplify workflows and eliminate unnecessary complexity
- Drive automation-first and self-service-first thinking
________________________________________
Cross-Functional Experience Design
- Collaborate across:
- Recruiting (handoff from TA to onboarding)
- Core HR
- IT provisioning
- Learning / compliance
- Payroll / benefits (where applicable)
- Ensure onboarding is not siloed but connected across systems and teams
________________________________________
Digital Experience & Integration Thinking
- Design how onboarding experience surfaces across:
- Workday (core system)
- HR Assist / chatbot layer (if applicable)
- Email / notifications / manager tools
- Ensure a consistent and cohesive experience layer, even across multiple systems
________________________________________
Prototyping & Iteration
- Create:
- Journey maps
- Experience blueprints
- Low-fidelity prototypes (flows, interactions)
- Run working sessions with stakeholders to iterate on solutions quickly
- Validate designs with real user feedback where possible
________________________________________
Measurement & Continuous Improvement
- Define success metrics such as:
- New hire experience score
- Time-to-productivity
- Task completion rates
- Manager satisfaction
- Establish a continuous improvement loop for onboarding