Senior Solution Consultant, Workday HCM

State Street

VP, Workday HCM Senior Solution Consultant at State Street solving complex business problems for HR technology solutions teams. Focused on deep Workday configuration expertise and collaboration with internal clients.

Posted 7/21/2026full-timeBoston • Massachusetts, Montana, New York • 🇺🇸 United StatesSenior💰 $120,000 - $210,000 per yearWebsite

Core Competencies

Role fit

Core Competencies

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Demonstrates extensive expertise in Workday configuration, including solution design, business process design, and integration with security and data management teams. Capable of translating complex business requirements into effective Workday solutions while mentoring team members on best practices.

Highest-signal resume keywords

Workday ConfigurationSolution Design OwnershipBusiness Process DesignCross-Module Impact AssessmentExcellent Communication Skills

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills

Workday ConfigurationCore HCMAdvanced CompensationRecruitingPerformance ManagementTalent ManagementPrism AnalyticsCalculated FieldsCustom ReportsEIB/Data Load Concepts

Soft Skills

Consulting InstinctsMentoringProblem-SolvingStakeholder CommunicationPresentation Skills

Tools & Technologies

Workday

Industry Keywords

Business Process ConfigurationSecurity DesignRelease ManagementConfiguration DocumentationHR Technology Initiatives

About the role

Key responsibilities & impact

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.

Requirements

What you’ll need

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.

Benefits

Comp & perks

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)
eligibility for certain tax advantaged savings plans