Sr. Manager, Workday

The Senior Manager of People Technology leads the day-to-day delivery, optimization, and

governance of Avalara’s Workday platform. This role leads a team of Workday experts to design,

build, and support scalable solutions across the employee lifecycle, including HCM, Talent,

Performance, Advanced Compensation, Absence/Time Off, Benefits, Payroll, Recruiting (ATS),

and Extend.

They translate business priorities into a practical roadmap, ensure smooth execution of releases

and annual cycles, and partner closely with People & Culture, Talent Acquisition, and Finance to

deliver a reliable, user-friendly system for employees and managers.

Supporting diversity and inclusion is a cornerstone of our company — we don’t want people to fit into our culture, but to enrich it. All qualified candidates will receive consideration for employment without regard to race, color, creed, religion, age, gender, national orientation, disability, sexual orientation, US Veteran status, or any other factor protected by law. If you require any reasonable adjustments during the recruitment process, please let us know.

• Strengthens People Technology capability by building and coaching a high-performing

Workday team with deep functional and technical expertise.

• Reduces operational friction by simplifying Workday processes and establishing clear

runbooks, standards, and governance so the team can execute with higher velocity and

fewer escalations.

• Creates a culture of innovation by encouraging analysts and partners to proactively

surface automation, AI, and process-improvement opportunities across Workday.

• Accelerates efficiency goals by redesigning Workday workflows and identifying

automation opportunities that meaningfully reduce manual work for employees,

managers, Talent Acquisition, and the People & Culture teams.

• Improves decision quality through reliable people data, consistent configuration, and

accessible reporting that leaders can trust for headcount, hiring, and talent planning

decisions.

• Supports scalable growth and M&A by designing Workday capabilities that can be

extended to new entities, roles, and geographies without bespoke rework.

• Strengthens control and readiness by improving Workday security, auditability, and

process discipline in support of SOX, risk management, and IPO readiness.

• Enhances the employee experience by making Workday easier to use; simplifying tasks

like hiring, transfers, performance, compensation, and leave so employees and

managers can complete work with fewer clicks and less confusion.

• Improves end-to-end workflows and processes to create a more intuitive, seamless

experience for employees and greater transparency for all stakeholders.

• Reduces support needs by designing processes, navigation, and in-system guidance that

minimize support tickets and r

• Serve as product owner for Workday across key modules (e.g., Core HCM,

Talent/Performance, Compensation, Absence/Time Off, Benefits, Recruiting/ATS).

• Drive the end-to-end delivery of major Workday initiatives (e.g., ATS implementation,

global process redesigns, new modules), including design, configuration oversight,

testing, and deployment.

• Manage integration teams to ensure robust, monitored integrations between Workday

and downstream systems (payroll, benefits, identity, recruiting tools, analytics

platforms).

• Define and maintain Workday configuration standards, security model principles, and

business process design guidelines.

• Own Workday change governance (design reviews, approvals, release planning) and

ensure alignment with SOX, privacy, and security requirements.

• Coordinate Workday audits, access reviews, and control testing with Audit, Security, and

Compliance.

• Oversee day-to-day Workday operations and ensure SLAs for incidents, enhancements,

and data corrections are met.

• Define and track operational KPIs (e.g., ticket volume, cycle time, incident recurrence,

adoption) and lead continuous improvement efforts.

• Ensure high-quality documentation for processes, configuration decisions, and

runbooks.

• Manage and develop a high-performing Workday team (analysts, configuration

specialists, and/or vendor resources), with clear goals, coaching, and growth plans.

• Foster a culture of ownership, transparency, and experimentation — encouraging the

team to surface process and automation opportunities.

Stakeholder partnership & change leadership

• Act as the primary Workday partner for People & Culture, Talent Acquisition, Payroll,

Finance, and business leaders.

• Facilitate design and prioritization workshops; clearly communicate trade-offs,

timelines, and impacts.

• Drive effective change management for Workday releases and initiatives, including

communication and training plans.

• Identify and deliver high-impact automation and AI use cases in Workday workflows

• Ensure new Workday capabilities are designed with automation-readiness and data

quality in mind.