Workday People Technology Manager - Talent, Performance & Learning

Our mission is to SAVE AND IMPROVE LIVES BY EMPOWERING HEALTHCARE CONSUMERS. Come be part of remarkable.

How you can make a difference  

The People Technology Manager – Talent, Performance & Learning ensures Talent technology across the employee lifecycle is connected, scalable, operationally sustainable, and aligned with evolving People Team priorities. This role serves as the Workday domain owner for Recruiting, Learning, Performance, Succession, Skills, Compensation-related Talent functionality, and associated team member growth experiences.

Partnering closely with Talent Acquisition, Learning, Talent Management, and Total Rewards stakeholders, this role translates People programs into durable, well-governed technology solutions that support both operational execution and long-term organizational growth. Through a consultative and systems-oriented approach, the role helps ensure Talent processes operate cohesively across the platform rather than as disconnected programs or isolated workflows.

In addition to hands-on configuration ownership, this role guides the ongoing evolution of Talent capabilities within Workday, identifying opportunities to improve usability, adoption, operational efficiency, automation, and cross-functional alignment.

Success in this role is defined by cohesive Talent lifecycle experiences, reliable and scalable platform operations, strong adoption across Talent capabilities, and the platform’s ability to support evolving People programs without excessive customization, fragmentation, or operational rework.

What you’ll be doing 

• Own the strategy, configuration, and ongoing evolution of Workday Talent, Recruiting, Learning, Performance, Succession, Skills, and Compensation-related Talent capabilities.
• Partner with Talent Acquisition, Learning, Talent Management, and Total Rewards stakeholders to translate People programs into scalable and sustainable technology solutions.
• Lead the design, configuration, testing, deployment, and operational stewardship of Talent lifecycle functionality across Recruiting, onboarding transitions, Learning, Performance, Succession, Skills, and Compensation-related processes.
• Ensure Talent systems and workflows operate cohesively across the team member lifecycle, reducing fragmentation and improving operational continuity between programs.
• Identify opportunities to improve user experience, adoption, operational efficiency, automation, and self-service across Talent processes.
• Guide Talent stakeholders on platform capabilities, operational tradeoffs, scalability considerations, and long-term maintainability.
• Ensure Talent domain configuration aligns with broader platform standards and integrates effectively with Core HCM, Reporting, Experience, and Service Delivery layers.
• Partner with other People Technology domain owners to manage cross-domain dependencies and avoid disconnected or duplicative experiences.
• Monitor platform health, adoption, support trends, and user feedback to guide continuous improvement and future enhancement opportunities.
• Contribute to People Technology governance, release readiness, testing activities, and continuous improvement practices across the Workday platform. 

What you will need to be successful

Education and Experience:

• 7+ years managing and configuring SaaS platforms and 3+ years experience configuring Workday.
• Hands-on experience supporting and configuring Workday Talent, Performance, Recruiting, Learning, and/or Compensation-related modules.
• Bachelor’s degree or equivalent experience in Human Resources, Organizational Development, Information Systems, Business, or a related field.
• Experience partnering with Talent Acquisition, Learning, Talent Management, Total Rewards, or People leadership to deliver enterprise-scale Talent lifecycle programs.
• Experience operating in environments where People strategy and technology are deeply intertwined.

Specialized Knowledge, Skills, and Abilities:

• Strong understanding of Workday Talent, Performance, Recruiting, Learning, and Compensation capabilities and how they support team member growth, hiring, development, performance, succession, and mobility processes across the employee lifecycle.
• Ability to translate People strategy into scalable, system-enabled programs.
• Strong systems and product-thinking mindset, with attention to long-term platform evolution.
• Comfort influencing upstream program design while remaining grounded in execution realities.
• Ability to manage cross-domain tradeoffs and anticipate downstream impacts.
• Strong communication skills with the ability to engage credibly with senior leaders.
• Experience balancing hands-on configuration with strategic leadership.

#LI-Remote

This is a remote position.

The actual compensation offer is determined based on job-related knowledge, education, skills, experience, and work location. This position will be eligible for performance-based incentives as part of the total compensation package, in addition to a full range of benefits including:  

• Medical, dental, and vision 

• HSA contribution and match 

• Dependent care FSA match 

• Uncapped paid time off 

• Paid parental leave 

• 401(k) match 

• Personal and healthcare financial literacy programs 

• Ongoing education & tuition assistance 

• Gym and fitness reimbursement 

• Wellness program incentives 

Onboarding & Travel

This is a remote role, with an in-person onboarding training component. New team members must participate in Trailhead, HealthEquity’s immersive onboarding experience Trailhead is designed to foster meaningful connections, support your integration into the organization, and equip you with a strong understanding of our business. Trailhead participation is a key expectation of this role. Trailhead is held onsite at our headquarters once per quarter. HealthEquity covers all required travel and accommodations. 

This role may begin with a virtual, self-paced onboarding experience, followed by a mandatory onsite Trailhead session at a later date.

HealthEquity is committed to providing reasonable accommodations to team members with qualifying disabilities. Should you be selected for this role and require an accommodation, we will put you in touch with our Benefits Team so you can begin the accommodation request process.

HealthEquity has a vision that by 2030 we will make HSAs as wide-spread and popular as retirement accounts. We are passionate about providing a solution that allows American families to connect health and wealth. Join us and discover a work experience where the person is valued more than the position. Click here to learn more. 

You belong at HealthEquity!

HealthEquity, Inc. is an equal opportunity employer, and we are committed to being an employer where no matter your background or identity – you feel welcome and included. We ensure equal opportunity for all applicants and employees without regard to race, age, color, religion, sex, sexual orientation, gender identity, national origin, status as a qualified individual with a disability, veteran status, or other legally protected characteristics. HealthEquity is a drug-free workplace. For more information about our EEO policy, or about HealthEquity’s applicant disability accommodation, drug-free-workplace, background check, and E-Verify policies, please visit our Careers page.

HealthEquity uses Microsoft Copilot to transcribe screening interviews between candidates and their direct Talent Partner for note taking and interview summaries. By scheduling a screening interview with us, you consent to Microsoft Copilot’s AI technology recording and transcribing your interview with your Talent Partner. This information will be reviewed for accuracy and then used by HealthEquity to summarize the interview, ensure accuracy, and facilitate our hiring process. We take privacy seriously. You have the option to opt out. If you wish to opt out of this Microsoft Copilot transcription, please notify your Talent Partner in advance of the interview. If we do not receive an opt-out request from you, we will assume that you consent to the use of Microsoft Copilot.

At HealthEquity, our goal is to save and improve lives by empowering healthcare consumers. This shared purpose inspires everything we do, including how we approach hiring. Our process is designed to get to know the real you: your skills, experiences, and potential to make a difference. We value honesty, originality, and the courage to do the right thing, even when it is not the easiest path. Showing up as your authentic self reflects these values and helps us build something truly remarkable together.

As AI is becoming a common tool throughout the application process, we want to be clear about its appropriate use at HealthEquity. Using AI to support resume writing, research, or interview preparation is perfectly acceptable, provided the content is accurate and genuinely represents your qualifications and skills.  For other key parts of our interview process, however, it is important that the ideas, communication, and work you share reflect your own voice, experiences, and thinking. We ask that you participate in our live interviews and complete any assessments without AI assistance unless instructions explicitly indicate otherwise or a specific exception is discussed and approved in advance. This approach ensures fairness, celebrates your individuality, and allows your authentic perspective to shine. Behaviors that do not align with these guidelines may result in disqualification from the hiring process or termination of employment if later discovered. We appreciate your understanding and look forward to learning about the unique contributions only you can bring to HealthEquity.

HealthEquity is committed to your privacy as an applicant for employment.  For information on our privacy policies and practices, please visit HealthEquity Privacy.