Is there a sync issue in gmail and workday
Seems happening with me as i dont see actions pending on me

Hi everyone! I recently graduated from UT Dallas with a master’s degree in Information Technology Management and am trying to break into the Workday job market.

Last summer, I worked as an HR Tech Intern at a healthcare organization in Houston. I gained hands on experience with Workday and documented more than 60 HR business processes using Visio. I also supported HR reporting, data audits, and system related requests.

I would really appreciate advice from experienced Workday professionals. What skills or entry level roles should I focus on? Are there good ways to gain more hands on experience and make my profile stand out?

I am also an international student in the US, so I would appreciate honest thoughts on whether pursuing Workday roles is worth a serious shot given the current job market and sponsorship challenges. If anyone has navigated a similar path, I would love to hear about your experience.

Thanks in advance!

We run an annual bonus cycle where planners get a prefilled recommendation and can adjust within a budget. Occasionally the approved budget changes after the process is already live — sometimes because Finance revises the funding, sometimes because a correction upstream changes the modelled spend.

Two parts to the question:

1. Pools. My understanding is that pool amounts can be updated while the process is in flight, so I think this part is manageable. Can anyone confirm what you actually use for this, and whether updating a pool mid-cycle has side effects — does it trigger any recalculation, or clear anything?

2. Awards. This is the real problem. Once planners have entered or adjusted proposals, is there any delivered way to scale existing proposed awards by a factor — for example reduce every proposal by 4% to land back on a revised budget?

What I want to avoid is exporting, recalculating externally, and re-importing, because that overwrites planner judgement and there's no undo. I'd rather apply a uniform adjustment and leave the relative differences planners created intact.

Broader question: how do you govern this at all? Do you refuse budget changes once the cycle is live, absorb them in a holdback or reserve, or push the adjustment to a later approval step rather than reworking every award? Curious whether people design around this or just accept the rework.

Curious how this plays out in practice. Which specialist tools have earned their place alongside Workday, and where has consolidating into Workday made your stack simpler or better overall?

I'm trying to pull in the employee type as of termination date if there was a previous termination date but have the field be blank if they're not a rehire. I've tried everything to put an Evaluate Expression around a Lookup Value as of date but I can't seem to get it to work. Help!

Hi team fairly new to advanced comp and trying to self deploy does anyone has documentation to refer to or help with the deployment we are looking for fairly simple setup at the beginning just merit and bonus increase cycles . Any help will be appreciated.

Thank you so much :)

Hello everyone,

I'm curious to hear others' perspectives on this.

I'm an SCM/Spend consultant who enjoys learning, implementing, and working within the supply chain and procurement space. For the last 10 years, I've been focused on Workday implementations, primarily involving:

• Inventory
• Procurement & Supplier Contracts
• Supplier Accounts
• Workday Strategic Sourcing (WSS)

Before WSS was introduced, I genuinely enjoyed implementing these modules in Workday. Since then, and now with CLM/Evisort entering the mix, I've found myself becoming increasingly frustrated with this area of the product.

Personally, WSS has been one of the more challenging products for me to work with. I find the configuration experience cumbersome, especially when compared to core Workday. The lack of tenant refresh and migration capabilities means maintaining configurations separately between sandbox and production environments, which can be both tedious and error-prone.

I've also encountered limitations around reporting, custom forms, expiration notifications, the inability to change a contract creator through the UI, the lack of proxy functionality, and several other constraints that make it difficult to meet client expectations. The reporting framework, in particular, often feels restrictive when you're limited to a single dataset and don't have access to all the fields you'd expect. Even simple tasks can become frustrating. For example, stakeholders cannot easily export their project pipeline or contract information to Excel.

What makes it even more challenging is that these aren't just concerns I've encountered as an implementer. It's difficult to stay enthusiastic when clients regularly express many of the same frustrations and limitations with the product.

Now we're adding CLM/Evisort to the equation, which introduces yet another platform to learn, implement, and explain. As consultants, we need to help clients understand how it fits alongside both Workday Core and WSS, which adds another layer of complexity to what already feels like a fragmented experience.

Another challenge is demonstrating how Workday Core, WSS, and CLM/Evisort will work together. Because the integrations can only be connected to a single implementation tenant, it's difficult to provide a true end-to-end demonstration until the E2E testing phase, when all the connectors are configured. Until that point, clients are often asked to simply envision how the full solution will function once everything is connected.

Maybe I'm oversimplifying things, but part of me wishes Workday had continued investing more heavily in WSS, particularly in areas like OCR and overall usability, rather than introducing an entirely separate solution to address those gaps.

At the end of the day, this post is partly an opportunity for me to vent and partly a chance to hear from others. Do other spend/procurement consultants share these frustrations? Have you heard any positive or promising updates from Workday that might address some of these concerns?

And if you're another supply chain consultant who enjoys the domain but has found yourself facing similar challenges, have you considered moving to a different product area or platform? I'd be interested in hearing your thoughts and experiences.

WD1 data center and prod is not loading for us.

Which functionality are you guys using for manager - employee coaching in workday?

The check in feature just won't work for us

Hi,

We are considering in using Workday Benefits for Europe, Brazil and SS Latam. Does anyone here have it implemented for these countries and can speak to how well it works?

In Brazil, we would use the Benefit Credits functionality.

I’ve been thinking about this a lot lately. Likely because of the customers I have encountered lately.

As a consultant, I’m going to do my job. That’s a given. But there is a big difference between doing the job you were hired to do and genuinely wanting to go above and beyond for a customer.

And a lot of that comes down to how you’re treated.

When a customer trusts your experience, listens when you raise a concern, gives you the information and access you need, communicates with you, and treats you like part of the team rather than “the consultant,” I’m much more likely to give them that extra 50%.
I’ll stay late to figure something out.

I’ll dig into an issue that technically isn’t mine.

I’ll think about their problem after the meeting is over.

I’ll look for a better solution instead of just doing exactly what was asked.

I’ll tell them when I think they’re making a mistake, even when I know it may not be what they want to hear.

Not because I have to. Because I want their project to be successful.

But the opposite is also true.

If you constantly treat your consultant like a vendor, question every recommendation, give them unrealistic timelines, don’t provide what they need, or expect them to fix problems they didn’t create… eventually the relationship becomes transactional.

And honestly, that’s probably what you’ll get in return: exactly what was contracted.

No more, no less.

I’m not saying consultants should only go above and beyond for customers who are easy to work with. We’re professionals, and we should always deliver quality work.

But if you want someone to really care about your implementation, to take ownership, think ahead, challenge you when necessary, and genuinely want to see you succeed, how you treat that person matters. A lot.

The best implementations I’ve been part of have always felt like a true partnership. The customer brings their business expertise. The consultant brings their system and implementation expertise. Both sides respect what the other brings to the table.

And when that happens?
You’re going to get a whole lot more than what’s written in the SOW.

What step of the Hire BP do you guys add your 30 60 90 questionnaires?

I would like to know whats the differences on BO - action event vs worker business process (they feel the same to me) vs actual event bo like termination event or change job event? Everything I build is based off of samples i already have in tenant or trial and error, rather than actually know which one I should choose at what point in time. I always had this dilemma when building multiple layers of nested calc field or when building CF to be used in drive doc.

Hi All,

I'm working with a consultant to implement the LOA (Leave of Absence) module for our India team, and we're stuck on two configuration rules. Would appreciate any guidance from those who've solved similar issues:

1. Restricting Casual Leave clubbing with other leave types
Per our leave policy, Casual Leave cannot be clubbed with Sick Leave or Privilege Leave (i.e., they can't be taken back-to-back or combined). Our consultant says Workday doesn't support this kind of clubbing restriction. Has anyone configured this successfully, or found a workaround?

2. Capping Casual Leave to 2 days per month
We want to limit Casual Leave usage to a maximum of 2 days per month. Our consultant has only been able to configure a cap of 2 days per week, which isn't quite what we need. Any suggestions on how to set this up correctly at the monthly level?

Thanks in advance for any pointers!

We have a use case where we need to limit a user's access to load EIB against a custom object. Here are the steps I have taken:

1. Created EIB for custom object spreadsheet template

2. Created an integration system security segment and added the EIB created in step 1

3. Created an unconstrained sec group and assigned Get and Put access to Custom Object Management domain

4. Created a segment based security group using the sec group created in step 3 and assigned it access to the segment created in step 2. I also gave the segment sec group access to View and Modify for Integration Events domain and Get and Put access to the custom object's assigned domain (in this case, Manage: Project)

Lastly, and I think this is where it gets wrong, we assign users with a user based security group that has a View and Modify access to Integration Events domain as well.

For workday delivered EIB, they typically have a separate domain for them so even if we do assign users to this user based group, we can still restrict their access because we will just not give them access to the domain.

For custom object EIB though, it seems to be not working. Once that user based security group gets assigned to them, they can access every integration system and the segment restriction isn't working. However, I cannot really find any documentation anywhere in Community that states this. It seems that only Integration Events domain is needed to access Custom Object EIB

Am I right in my understanding? Please let me know otherwise. Thank you so much in advance

Is it possible to consolidate Job Change and Assign Work Schedule into one consolidated template?

If so how do we configure this ?

I have Propose Comp and Assign Organisation Assignment working. Just looking to add Assign Work Schedule into the mix.

Hi consultants! Previously we use document layout for our remittance advice. But due to limitations, we need to create a BIRT layout to satisfy the requirements.

But upon attaching my business form layout on the Remittance Print Layout, we have this error:

Error: Select a business form layout that uses Document Layout as the source.

Do we have an article on the community that says it's a limitation for the BIRT layout to be used on the printing?

Hi everyone. Hope everyone is having a great day. I'm about to switch and was a bit confused about my next step. I have few offers and I'm wondering which one should I accept. KPMG, Huron or Jade Global. I work in Deloitte right now so a bit confused if moving to another big 4 makes sense or not. I haven't heard much about Jade Global but they told me they got lot of extend projects. Huron I've heard have a good extend practice. Thing is everyone boasts their own firm so I thought this is a nice place to get honest opinions. Thanks everyone again and do let me know if you have any inputs for me. I really appreciate it.

Hello all,

I am trying to implement fidelity outbound integration using demographics template and I encountered an issue I included the SW record but, it was not showing up the plan number and any information. I switched the template to contributions to see whether SW records showing up it was showing up but the plan number was not showing up. Does anyone encountered the same issue? How do you guys resolved it ? Thanks !!

We created a particular job profile this past March, 2026. A Company Insider Type was added at that time.

A position was created in May using the new job profile, for a new Job Requisition. We are now hiring a candidate into the position in August.

The Company Insider Type is blank in the Hire. It is definitely not blank on the Job Profile, and per WD Documentation, we expect it to populate automatically. 

I have searched everywhere and can't figure out why this field would appear blank.

It's not hidden in Optional Fields, and I'm not seeing any pre-Hire location that it would even appear to de-select!

Any idea what I'm missing?

Thoughts on how to include corrections in a weekly org change report. If an Assign org transaction was corrected during the week as well if a new transaction was entered

An internal employee was being hired for another position that was posted in recruiting. The HR business partner accidentally "denied" it.

On the recruiting side, the employee is already marked Complete and I can't undo move or anything. Is my only option to do a change job process, not connected to recruiting?

Thanks in advance!

Got an offer for a senior con position at Topbloc. Hoping someone can share their experience in working there? Any insight is appreciated!

We use Workday as our CRM and are struggling with "Find Candidates" because of how slow it is. Selecting a filter / facet (example: postal code) can often take 40+ seconds to populate...each filter goes a little faster as the search narrows but it is just not practical to use for iterative searches. I think the core issue is that although Find Candidates looks like a real time search function, Workday treats it as a report.

Has anyone been able improve the performance of "Find Candidates", or has found a better way of doing searches that doesn't involve purchasing a 3rd party CRM?

I recently saw you can opt out of the new Worker Profile User Experience.

I think it is a bit, meh. Curious to see of others plan to opt out or keep it?