TALENT WORKFLOW SPECIALIST

Summary

Job Summary

The Talent Workflow Specialist ensures smooth, compliant, and timely execution of end-to-end talent operations within Workday. This role owns workflow monitoring (e.g., performance reviews, PIPs, introductory period evaluations), advances Talent processes in Workday, supports reappointment and interim pay processes, and partners closely with HRIS, Payroll, and Talent leadership to maintain data integrity and policy alignment.

Minimum Experience Required

• Bachelor’s Degree in HR, Business, or related field.
• in lieu of a bachelor’s degree, an associate’s degree and 4 years of experience OR a high school diploma/GED and 6 years of experience as stated below will be considered ***
• 2 years of experience in HR operations, talent administration, or HRIS workflow management.
• Working knowledge of performance cycles, PIPs, probation processes, and job changes.
• Basic analytical and reporting skills.
• Professional, concise written and verbal communication.
  
  

Preferred Experience

• HR certifications (PHR, SHRM-CP).
• 1-year experience with Workday tenant (i.e. testing, advancing processes, auditing workflows
• and/or supporting Talent Operations).
• Experience with intersections between leave management and talent processes.
• Exposure to higher education or research environments (e.g., postdoc policies).
  
  

Job Components

Process Execution & Workflow Governance

• Payroll Clawbacks (Workday Payroll Integration): Review supporting documentation, approve/deny or edit Workday clawback requests, validate earning/deduction configuration, and partner with Payroll to ensure accurate and timely adjustments with full audit trails.
• Performance Appraisals:
• Supports performance appraisal cycle planning and execution.
• Ensures that templates were launched appropriately.
• Monitors performance appraisal completion through Workday.
• dashboards and reports; proactively follows up with managers and team members to drive completion.
• Troubleshoots and resolves issues throughout the appraisal cycle.
• PIPs (Performance Improvement Plans): Track PIPs in Workday Talent (or through custom business processes), ensure check-ins and documentation are uploaded/attached, and escalate overdue tasks to TMR or leaders.
• Introductory Period / Probation Tracking: Manage introductory period events in Workday by:
• Ensuring closure of introductory and probation extension periods.
• Monitoring evaluations via reports and Workday queues.
• Prompt managers as needed.
• Talent Task Quality Check and Clean Up:
• Monitor open tasks in Workday's business process "stuck" queue.
• Identify root causes of halted workflows (e.g., missing approvals, data errors).
• Use Workday “Find Business Process Events” and audit logs to identify processes ready for advancement or cancellation.
• Close, cancel, advance, or reroute tasks to maintain SLA standards.
• Complete administrative actions and communicate impacts to relevant stakeholders.
• Leave-of-Absence Intersections: Coordinate with HRBPs/TMR to pause, defer, or adjust performance or probation cycles when Workday LOA events overlap with required Talent processes.
  

Postdoctoral Appointments

• Eligibility & Appointment Time Tracking: Track postdoc appointment dates and the 5-year maximum; maintain dashboards to prevent overages.
• Reappointments: Audit the postdoc reappointment business processes, generate letters via Workday Document Generation (if available), and ensure timely approval, documentation and job data updates occurred.
  
  

Reporting & Compliance

• Monthly Exit Interview (The Work Institute [TWI]) Report: Compile and distribute the monthly TWI report.
• Interim Pay Controls: Track interim pay end dates; notify managers/Payroll/HR Business Partners before expiration to process extensions or end actions as appropriate.
• Support Testing: Provide support in testing during system upgrades as needed.
  
  

Stakeholder Enablement

• Serve as Tier Two support (following HR Answer Center as Tier One) for managers, HRBPs, and team members on Workday steps, Talent workflows, and timeline questions.
• Partner with Talent leadership/program manager and HRIS on Workday enhancement requests, testing, and business process improvements.
• Collaborate with Payroll, Legal, and Talent leadership to align Workday workflows with enterprise policy and compliance standards.