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Workday for HR Partners

Training for those in the HR Partner Role

For if you're on PTO, etc.

See the Workday for Managers page for more guides

* Hire Date = First day new hire will work, NOT the day you make an offer, day they accept, etc.

  • Transfer, promote, change job
  • Change physical work location
  • View open positions
  • Terminate employee
  • Change Contingent Worker details
  • Convert contingent worker to employee

  • Please make pay changes the first day of a pay period.
  • View Compensation
  • Assign new allowances (i.e. phone, travel stipends)
  • Request a one-time payment
  • Base-pay change
  • Request a bonus

Helpful Reports

"Onboarding Status Summary' report
  • All onboarding should be completed before the employee works for RHA.
  • BEST PRACTICE to ensure all onboarding is completed is for a unit to run this report the morning before starting new hire orientation.
  • If any employees are listed as 'in process', units should sit the employee in front of a computer to complete any remaining steps.
  • Units can run report by Supervisory Hierarchy.
  • Shows status of what is completed, in progress, or not started by the new hire.

HR Partner Training Webinars

  • Stressed importance of ALL new hire onboarding being completed before first day worked, or first thing on the first day working.
  • Importance of the Onboarding Status Summary report to see where all your new hires are in completing all their onboarding, so you can coach the new hire to complete.
  • Rehires:
    • Showed how employees terminated in Workday move to a 'pre-hire' record.  Can find in search by expanding the 'people' category in search results.
    • If you are rehiring an employee within 90 days, you can use the 'straight to hire' process, but you need to do a new background check.
  • How to promote someone to an open position
    • Shows how to promote an employee and move to the position, while ensuring the supervisor organization stays intact.
    • Pick the exact position, not just a basic job position.
  • How to move an employee from a part time to full time position, and how we do that with position management in Workday.

  • Covered the on-boarding process, including role of new hire, HR Partner and Manager.

  • Viewing Actions History
  • Finding Where the process is
  • Rescinding Actions
  • Canceling Actions
  • Correcting Actions
  • Termination Review and PTO Payout
  • Delegations - This is something a Manager, HR Partner, Timekeeper, Absence Partner, Recruiter, or other Workday roles would want to do if you will be out of the office.  Click here for directions on how to Delegate Tasks.
  • What is a ‘Regrettable’ termination
  • PTO Payout – The importance of completing Termination Date, Last Day of Work, Resignation Date.  This drives ‘working the notice’ in policy, which drives Workday automatically determining eligibility for PTO payout.
  • Allowances and one-time payments.

  • Reviewed Guides (on this page, as well as on the Workday for Recruiters page)
  • Demo of how to directly hire a candidate guide
  • Moving employees to a different manager in your units
  • Compensation changes

Recruiting > Hire Stages
  1. Create Requisition - Assign Primary Recruiter in 'Roles'
  2. Recruiting - Review/screen candidates, phone interviews, physical interviews
  3. Offer - Candidate receives offer
  4. Drug Test/Background Check - after offer accepted
  5. Ready to Hire - Candidate has completed drug test, background check, and credentialing (if applicable)
  6. Hire and Onboarding

Click here to register and view the 1 hour Workday HR Partner webinar training held on 9/21/17.

Bob Turner,
Sep 22, 2017, 9:05 AM
Bob Turner,
Sep 22, 2017, 1:10 PM
Bob Turner,
Oct 5, 2017, 3:12 PM