In the role as Workday Process Specialist - Annual People Processes Manager, you will contribute to our purpose of Bringing People Closer by working to maximize the business value and potential of Workday's Performance, Compensation, and Talent Management modules.

The team you will be part of:

You will join the global People Technology & Analytics team, a lean group of HR processes, systems and insights specialists who constantly seek to empower the company with advanced HR technology and insightful analytics, ensuring data integrity, process efficiency and a transformative employee experience. Although you will have focus areas in your role, you will – as everyone on the team - also act as a utility player. This means that we as team members all act on the needs and priorities of the business and we cover for each other whenever needed.

Your contribution is appreciated, and your key responsibilities will be:

1. Engage, coordinate & run processes for People & Culture CoEs: Continuously engage and coordinate with P&C Centers of Excellence (CoEs) to develop the roadmap for changes and improvements to core annual Workday processes and the annual launch and closing of processes.
2. Oversee process (re)configuration: Oversee the reconfiguration and ongoing maintenance of core annual Workday processes such as objective setting, performance reviews, talent nominations, performance and talent calibrations, merit increase, bonus calculations etc.
3. Manage change efforts: Manage change efforts and provide training to ensure high adoption and effective use of the core annual Workday processes.

To thrive in the role, we imagine that you come with a good portion of the following;

Educational Background: Bachelor's degree in a relevant field (e.g., HR, Business Administration, Information Technology).

Professional Experience:

1. Experience in consulting or a medium to large-sized global corporate environment.
2. Solid experience with Workday process management including configuration and test management.
3. Experience from projects or directly working with performance management processes (such as aim setting, performance review, performance calibration, merit and bonus) and Talent Management processes (such as talent nomination, talent calibration, and succession planning).