Workday Human Capital Management Consulting
You’ve invested in Workday Human Capital Management (HCM) because it promises centralized data, smarter decisions, and better HR operations. But chances are, it hasn’t quite delivered what you expected—at least, not yet.
At Dandee Consulting, we focus on helping growing businesses make better use of Workday. Whether you’re in the middle of implementation, struggling with adoption, or simply looking to get more value from your system, our consultants step in with clarity, process knowledge, and real-world experience.
📅 Schedule a consultation today to see where the gaps are—and what’s possible with the right setup.
Our Services: Real Workday HCM Fixes for Actual Business Problems
Every item below is born from client requests. These aren’t ideas we cooked up in a vacuum—they’re battle-tested against broken implementations, abandoned modules, and frustrated HR teams.
Workday HCM Implementation Oversight
Problem: Vendors hand you the keys before you know how to drive.
We act as your internal Workday advocate during the build process, ensuring configurations actually fit your organization chart, security model, and job catalog. We prevent bad architecture from becoming permanent.
Outcomes:
- Avoid “default” configurations that don’t match your business logic
- Ensure security roles and BP definitions are built for scale
- Validate data conversion to reduce post-Go-Live cleanup by 60%+
Rescue for Failed or Incomplete Workday HCM Deployments
Problem: You went live, but it’s chaos behind the scenes.
We assess where things broke—reporting inconsistencies, time tracking errors, position management loops—and get you back to a stable, functional baseline. We also retrain internal admins, so you’re not constantly reliant on external help.
Outcomes:
- Identify systemic errors in core HCM, Benefits, or Absence modules
- Rebuild critical BPs to fix broken routing and approvals
- Establish baseline reports that match headcount and FTE audits
Book a call to get an objective review of your system health.
Workforce Planning & Position Management Correction
Problem: Your positions and requisitions don’t sync, causing hiring delays.
We address configuration gaps that prevent headcount forecasting, budget alignment, and job requisition tracking. We also build audit-ready reporting to link filled roles, open positions, and organizational structures.
Outcomes:
- Fix headcount vs. FTE discrepancies
- Align positions with recruiting demand
- Create reporting to monitor vacancy rates and attrition trends
Security & Role-Based Access Review
Problem: Too many cooks in the kitchen—or none at all.
Misconfigured security is a liability. Either too many users can approve comp changes, or managers can’t even view team data. We audit your tenant roles, domain security policies, and intersection groups, then reassign access according to your actual governance policies.
Outcomes:
- Reduce access violations by up to 80%
- Align visibility with audit, compliance, and SOX standards
- Simplify security groups to improve admin control
Compensation Module Build or Repair
Problem: Compensation reviews are still running in Excel.
We enable Workday’s merit, bonus, and allowance functionality to function across roles, pay groups, and eligibility rules—backed by clear eligibility matrices and manager-friendly self-service.
Outcomes:
- Eliminate manual Excel reviews
- Validate merit cycles and eligibility
- Push accurate pay data into payroll without overrides
Advanced Reporting & Calculated Fields
Problem: You still can’t answer basic HR questions without running 3 reports.
We rebuild your custom reports and calculated fields so your HRBP, CFO, and Talent team can pull insights without scripting SQL or merging Excel sheets.
Outcomes:
- Reduce manual reporting time by 70%
- Use calculated fields for tenure, comp-ratio, PTO accruals, and turnover
- Build dashboards with executive-ready metrics
Schedule a consultation and find out why your org chart doesn’t match your headcount report.
Time Tracking & Absence Configuration
Problem: PTO balances are wrong, approvals go missing, hours don’t sync with payroll.
We correct unit conversions, segment-based time entry issues, and eligibility misalignments so that employees can request time, and payroll gets clean inputs.
Outcomes:
- Sync time tracking with payroll cycles and worker types
- Fix eligibility rules for sick leave, holiday calendars, accruals
- Reduce time tracking rework by payroll teams
Workday Tenant Optimization for Scaling Businesses
Problem: You outgrew your setup—and now it’s holding you back.
We assess your current configuration and identify where it breaks down as you grow: job profiles that don’t match the org, reports built for a 100-person company, BPs that can’t handle complexity. Then we rebuild based on where you’re headed.
Outcomes:
- Identify scale blockers across staffing, onboarding, or payroll
- Redesign BPs to support acquisitions, reorgs, or international growth
- Reconfigure supervisory orgs for more accurate analytics
📅 Book a call to talk through your current Workday setup and what’s keeping you from getting value out of it.
Why Workday Clients Work With Us
Most of our clients come to us after trying to go it alone, or after working with a large partner who didn’t fully understand their business. Here’s what they say makes the difference:
Clear Communication
We skip jargon. We explain things in plain terms and keep everyone aligned, from project sponsors to system admins.
Mid-Market Focus
Our sweet spot is organizations with 500 to 5,000 employees. That means your needs won’t get buried behind enterprise complexity or ignored for lack of scale.
Real Experience
Every consultant on our team has hands-on, system-side experience with Workday. We’ve been on both sides—client and partner.
No Assumptions
We don’t walk in with a playbook. We listen, we ask questions, and we adjust based on what your business actually needs—not what the software “should” do.
📅 Schedule a consultation to see how a simpler, cleaner Workday experience is possible—with the right partner.
FAQs
Yes. Most clients come to us with incomplete rollouts—modules like Compensation, Talent, or Time Tracking that are inactive or partially built.
We do. Whether it’s misaligned date logic or conditional fields that fail under certain worker types, we troubleshoot and rebuild with detailed audit testing.
Yes. We support contractors, union employees, and hybrid workers through role-based eligibility and segment rules.
We typically audit and rebuild key reports (headcount, turnover, open roles, tenure) within 2–4 weeks depending on complexity.
While we don’t develop integrations, we do manage them at the configuration level—troubleshooting issues with third-party systems like ADP, Greenhouse, or ServiceNow.
Yes. We frequently rebuild job catalogs, standardize titles, and link them to compensation grades, eligibility rules, and requisition templates.
Only during certain parts. Most of our work is with HRIS admins and HR leads. IT is brought in when security or integrations require cross-system permissions.
Let’s fix what’s costing you time, money, or employee confidence.
Whether it’s a broken comp cycle, a reporting nightmare, or a team that’s frustrated with the system—chances are, you’re leaving value on the table.
📅 Book a call with Dandee Consulting and let’s talk through the details.
