(USA) Senior Manager, Solution Consulting

As a Senior Manager, Solution Consulting at Walmart Global Tech, your responsibilities will include leading the implementation and configuration of Workday's recruiting and talent management modules. You will design workflows for candidate screening, develop performance review processes, and create custom reports to monitor key metrics. Additionally, you will provide training and support to users, manage system performance, and oversee a team of 8-10 individuals to ensure project delivery.

Candidates for the Senior Manager, Solution Consulting role at Walmart Global Tech should have either a bachelor's degree in a relevant field along with 5 years of experience in software engineering or consulting, or 7 years of experience in a related area, including 2 years in a supervisory role. Preferred qualifications include a master’s degree and experience with Workday and technical integrations.

Walmart Global Tech fosters a culture of continuous learning and development for all employees, including those in the Senior Manager, Solution Consulting role. Through initiatives like 'Live Better U,' associates can pursue educational programs ranging from high school completion to bachelor's degrees, with all costs covered by Walmart. This commitment to growth enables you to enhance your skills and career trajectory.

In the Senior Manager, Solution Consulting role at Walmart Global Tech, effective team management is crucial. You will be responsible for overseeing a team of 8-10 individuals, ensuring they deliver high-quality outcomes and develop professionally. Your leadership will create an environment that encourages collaboration, innovation, and growth, which aligns with Walmart's goals.

Walmart Global Tech provides an attractive benefits package for the Senior Manager, Solution Consulting role, which includes competitive pay, performance-based bonuses, 401(k) matching, stock purchase plans, and comprehensive health coverage. Employees also enjoy generous PTO policies, parental leave, and access to resources that support their well-being and career development.

When implementing new workflows in Workday, I begin by assessing the business needs through stakeholder interviews to gather requirements. I then collaborate closely with my team to design user-friendly workflows that streamline processes, test for efficiency, and make necessary adjustments based on feedback before full deployment.

I have extensive experience configuring performance management processes in Workday, including developing templates for performance reviews and creating succession planning strategies. My focus is on ensuring these processes are aligned with business objectives while facilitating employee growth and motivation.

To manage a diverse team effectively, I foster an inclusive environment by encouraging open communication and valuing each team member's unique perspectives. Additionally, I promote empowerment through delegation, provide ongoing training, and recognize individual contributions, which helps build a cohesive team dynamic.

To stay current with Workday updates, I regularly participate in Workday webinars, attend industry conferences, and engage in communities of practice. I also prioritize continuous learning by leveraging resources provided by Workday and sharing insights with my team to ensure we utilize the latest features effectively.

I utilize Workday's reporting functionalities to develop metrics dashboards that track performance indicators such as turnover rates, time-to-hire, and employee engagement scores. By analyzing these metrics, I identify trends and areas for improvement, proposing strategic adjustments to our talent management approaches.

To ensure user adoption of new features in Workday, I implement a comprehensive training program that combines hands-on sessions with easily accessible resources. I also create feedback loops, encouraging users to voice their experiences, which allows me to address any concerns and foster a sense of ownership over the tools.

I led a project where we implemented Workday's recruiting module across multiple departments. I coordinated with IT for technical setups, collaborated with HR to align the recruiting strategy, and facilitated training for users to ensure a successful rollout. The project resulted in a significant reduction in time-to-hire and increased candidate satisfaction.

Key challenges in managing talent acquisition systems include ensuring data accuracy, integrating with other HR technologies, and adapting workflows to changing business needs. I address these by maintaining clear communication with stakeholders, implementing regular audits, and remaining flexible in our processes to adapt as necessary.

To improve an existing talent management process within Workday, I would start with a detailed review of the current workflows and feedback from users. Identifying bottlenecks or inefficiencies allows me to propose enhancements, such as automation or streamlined communication, that make the processes more user-friendly and effective.

Effective stakeholder management during Workday projects involves clear communication, regular updates on progress, and actively seeking input from stakeholders throughout the project lifecycle. Building strong relationships and demonstrating the value of change helps in gaining buy-in and ensures project success.