Workday Onboarding Experience and Journey Lead

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
• ____

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

Salary Range- $120,000-$150,000 a year

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