Workday HCM Data Migration Consultant

The Role
We need a Workday HCM specialist who has done the hard data migration work — not just the easy stuff. This engagement involves acquisition-driven migrations, Workday-to-Workday tenant consolidations, and a mid-year payroll cutover. If mid-year payroll conversions make you nervous, this isn't your role. If you've survived one and know why they're brutal, keep reading.
What You'll Own

Data migration strategy and execution for acquired entities into Workday HCM

Workday-to-Workday data migration — legacy tenant to target tenant

Parallel testing for payroll, benefits, and 401(k)

Mid-year payroll conversion planning and execution

Benefits and 401(k) data validation across cutover periods

The Critical Requirement
This engagement also requires experience with ring-fencing — specifically, isolating an acquired entity as a standalone legal entity within Workday while the broader integration work continues. This includes org structure, security domains, payroll processing, and benefits segmentation for that entity. If you don't have direct experience here, please say so upfront.
You Must Have

7+ years of Workday HCM implementation and data migration experience

Proven experience migrating acquired company data into Workday

Direct experience with Workday-to-Workday tenant migrations

Payroll parallel testing and mid-year payroll conversion — hands-on, not advisory

Benefits and 401(k) data migration and validation

Ring-fencing / standalone entity configuration experience (required — not preferred)

Nice to Have

Workday certification in HCM or Payroll

Experience with M&A integration timelines

EIB and iLoad proficiency for data loading

Honest Note
The mid-year payroll cutover is the hairiest piece of this engagement. We need someone who has done it, knows the risks, and won't be surprised by what they find. If this matches your background, reach out. If you know someone who fits, send them our way.
No Third Party
Originally posted on Himalayas