SOP Title

Supervisory Organization Management SOP

Subordinate / Team Organization Creation SOP
Cost Center Management SOP
Company (Legal Entity) Setup SOP
Pay Group Management SOP
Matrix Organization Management SOP
Custom Organization Type SOP
Division / Department / Business Unit Setup SOP
Region / Location / Business Unit Setup SOP
Company Hierarchy SOP
Organization Hierarchy Realignment SOP
Organization Change Request SOP
Profit Center / Business Segment Setup SOP
Organization Role Assignment SOP
Organization Data Audit & Governance SOP
Organization Naming and Coding SOP
Organization Reporting and Dashboard SOP
Organization Access and Delegation SOP
Security Group Assignment by Organization SOP
Shared Services Organization SOP
Temporary or Project Organization SOP
Organization Merge / Split SOP
Position Management within Organization SOP
Organization Data Integration SOP
Inactive Organization Cleanup SOP
Total

SOP Title
Position Creation SOP
Position Edit / Update SOP
Position Freeze SOP
Position Close SOP
Position Reopen SOP
Position Request & Approval SOP
Mass Position Management SOP
Position Budgeting and Funding SOP
Job Profile Management SOP
Job Family and Job Family Group SOP
Job Description SOP
Job Restrictions SOP
Job Reclassification SOP
Job Posting SOP
Job Architecture Governance SOP
Position to Worker Mapping SOP
Position Audit & Compliance SOP
Position Security and Access SOP
Vacant Position Review SOP
Position Data Integration SOP
Position Freezing SOP
Position Unfreezing SOP
Organization Freezing SOP
Organization Unfreezing SOP
Hiring to a Frozen Position SOP
Hiring to a New Position SOP
Hiring to an Existing Position SOP
Rehiring SOP
Hiring Freeze Management SOP
Position Requisition SOP
Auto Position Close After Hire SOP
Hire Exception Handling SOP
Audit & Reporting SOP for Frozen Positions and Organizations

SOP Title
Role Assignment Management
Creating New Security Groups
Assigning Roles to Supervisory Organizations
Role Revocation / Removal Process
Periodic Role Audit and Compliance Review
Delegation of Roles / Temporary Access Management
Role Assignment for New Hires / Transfers
Reporting on Role Assignments
Security Group Intersection Setup
Access Request & Approval Workflow
 Module: Core HCM
Key Area: Orgranization Manag
Objective / Description
Creation, update, and maintenance of supervisory organizations and hierarchies.
Creation of departmental or team orgs under parent supervisory organizations.
Creation and maintenance of cost centers for financial reporting.
Define and maintain legal entities used for payroll and finance.
Define pay groups and link them to companies or employees for payroll.
Create and maintain matrix structures for dotted-line reporting relationships.
Define new organization types for special functions (e.g., Project Org).
Define high-level business divisions, units, or departments.
Define locations and regions for workers and orgs.
Define parent-child relationships between companies for reporting.
Manage restructuring or realignment of organizations.
Standardize the submission and approval of org change requests.
Define financial reporting structures beyond cost centers.
Assign and review Workday roles like HR Partner or Manager.
Ensure organizational data accuracy and compliance.
Maintain consistent naming and coding conventions across org types.
Define and manage reports for organization and headcount tracking.
Manage and delegate org-level security access.
Assign user security based on organization membership.
Define centralized service orgs for HR or Finance.
Create and manage short-term or project-based organizations.
Document the process for merging or splitting organizations.
Manage positions, vacancies, and headcount under each organization.
Manage inbound/outbound data exchange for orgs with external systems.
Identify and deactivate unused or obsolete organizations.

Key Area: Position Managem

Objective / Description
Define the process for creating new positions in Workday.
Manage updates to existing positions (title, cost center, location, etc.).
Freeze positions temporarily to prevent staffing movements or changes.
Process for closing positions that are no longer required.
Procedure for reopening previously closed or frozen positions.
Define request and approval flow for new or modified positions.
Manage large-scale position changes using EIB or mass upload.
Manage budgeting and cost allocation for positions.
Create and maintain job profiles to standardize roles.
Structure and maintain job families and family groups for job classification.
Ensure consistent and accurate job descriptions for all job profiles.
Manage restrictions like location, availability, and eligibility for jobs.
Manage job profile or grade changes due to restructuring or promotions.
Procedure for posting internal/external job requisitions.
Maintain job framework and governance rules for consistency.
Ensure each position is correctly mapped to a worker.
Regular audit to validate open, frozen, and closed positions.
Manage access permissions for position-related data.
Review all vacant positions and assess business need.
Handle position-related data via integrations or EIB loads.
Define the process of freezing a position to restrict hiring, transfers, or changes.
Unfreeze a previously frozen position to make it available for hiring or staffing actions.
Freeze a supervisory organization to restrict any new hiring or transfers within it.
Unfreeze a supervisory organization to allow staffing actions to resume.
Handle cases where hiring is attempted for a frozen position.
Define process for creating a new position and hiring a worker into it.
Defiening the existing position hiring
Rehire previously terminated workers into an existing or new position.
Implement and monitor company-wide hiring freeze policies.
Create job requisitions linked to specific positions for recruitment.
Automatically close positions once a hire is completed.
Manage exception handling when hiring in frozen or restricted conditions.
Define auditing and reporting practices for frozen positions or orgs.

Key Area: Role Assignment

Objective / Description
To manage and maintain Workday security role assignments ensuring appropriate access b
To create new security groups as per business requirements when existing ones do not me
To assign Workday roles to supervisory organizations to manage HR operations and approv
To remove or revoke access for terminated or transferred employees ensuring data secur
To ensure all assigned roles comply with organizational security policies and no user has e
To provide temporary Workday role access for employees acting in absence of primary ro
To ensure new hires or transferred employees have the correct Workday roles and securit
To monitor and maintain visibility into Workday role assignments across the tenant.
To restrict access using intersection security groups based on multiple criteria (e.g., locati
To formalize the process for requesting and approving new Workday role access.
 Module: Core HCM
Key Area: Orgranization Management
Responsible Role(s)
HR Partner / Org Admin
HR Partner
Finance / HR Admin
Finance Admin / HR Admin
Payroll Admin / HR Partner
HR Admin / Org Admin
HR Admin / System Admin
HR Admin / Org Admin
HR Admin / Facilities
Finance Admin / HR Admin
HR Partner / Org Admin
HR Partner / Governance Team
Finance Admin / HR Admin
HR Partner / Security Admin
HR Admin / Audit Team
HR Admin / Data Governance
HR Partner / Reporting Analyst
Security Admin / HR Partner
Security Admin
HR Admin / Org Admin
HR Admin / Project Manager
HR Partner / Org Admin
HR Partner / HR Admin
Integration Admin / HR Admin
HR Admin / Data Governance

Key Area: Position Management

Responsible Role(s)
HR Partner / HR Admin
HR Partner / HR Admin
HR Partner / Compensation Partner
HR Admin / HR Partner
HR Partner / HR Admin
Line Manager / HR Partner / Approver
HR Admin / Integration Admin
Finance / HR Admin
HR Admin / Talent Partner
HR Admin / HRIS
HR Partner / Talent Partner
HR Admin / HR Partner
HR Partner / Compensation Partner
Recruiter / HR Partner
HRIS / Governance Team
HR Partner / HRIS
HR Admin / Audit Team
Security Admin / HR Admin
HR Partner / Business Manager
Integration Admin / HR Admin
HR Partner / HR Admin / Compensation Partner
HR Partner / HR Admin
HR Admin / Org Admin / HR Director
HR Admin / Org Admin / HR Director
Recruiter / HR Partner
Manager / HR Partner / Recruiter
Recruiter / HR Partner
HR Partner / Recruiter
HR Director / HR Partner / Leadership Team
Recruiter / Manager / HR Partner
HRIS / HR Partner
HR Partner / HR Admin
HR Admin / Reporting Analyst / Audit Team

Key Area: Role Assignments

Responsible Role(s)
HRIS Team / Workday Admin
Workday Security Administrator
HRIS Team
HRIS / IT Security
HRIS / Compliance Team
HR Partner / Workday Admin
HR Operations / HRIS
HRIS / Security Team
Workday Security Administrator
HRIS / Managers / IT Security
 Key Points / Activities to Cover
Create, edit, assign managers, update hierarchy, inactivate orgs, audit reports.
Create sub-org, assign manager, link cost center, validate hierarchy.
Create cost center, assign company, link supervisory org, perform audit checks.
Setup company, assign country, tax ID, link cost centers, configure fiscal calendar.
Create pay group, define frequency, assign employees, validate links.
Create matrix org, assign secondary manager, define visibility and reports.
Configure custom org type, assign roles, maintain and deactivate as needed.
Create department/division, assign parent company, manager, and cost center.
Create location, set address/time zone, link to org, audit location hierarchy.
Create company hierarchy, assign companies, verify hierarchy reports.
Move sub-orgs, merge orgs, validate dependencies, approve and audit.
Submit request, review, approve, implement, track and audit.
Create profit center, link company, align with reporting hierarchy.
Assign role, review access, manage delegation and cleanup.
Run audit reports, validate data, document and correct issues.
Define naming standards, code formats, periodic review and updates.
Create dashboards, validate data, automate report schedules.
Assign roles, delegate access, monitor duration, revoke access.
Assign groups, validate access, run compliance and cleanup reports.
Create shared org, link multiple companies, configure routing and visibility.
Create temporary org, assign start/end dates, deactivate post-project.
Analyze impact, merge/split data, reassign workers, audit changes.
Create/edit/close positions, validate headcount, report positions per org.
Maintain integrations, validate EIB loads, monitor errors and reconcile.
Identify inactive orgs, verify dependencies, deactivate, and archive.

Key Points / Activities to Cover

Create new position, link supervisory org, assign job profile, location, cost center, and funding.
Edit position details, update attributes, validate impact on reports and workflows.
Apply position freeze, restrict job changes, unfreeze upon approval, document rationale.
Check if vacant, close position, remove budget allocation, update reports.
Review business case, reopen position, validate org structure, and notify relevant roles.
Submit position request, route for approval, validate justification and budget.
Prepare EIB template, validate data, import positions, and audit results.
Link position to cost center, update funding source, validate reports with finance.
Create job profiles, define competencies, link to job family, maintain description.
Create job families, map job profiles, link to grades, update family hierarchy.
Draft job description, review, approve, and publish in job profile.
Set up restrictions, validate hiring eligibility, review before requisition creation.
Review current job, update job profile, validate pay range and grade alignment.
Post job, review posting details, manage internal/external visibility, remove expired postings.
Review new job requests, enforce naming and leveling standards.
Audit filled positions, identify vacant or mismatched records, reconcile discrepancies.
Run audit reports, validate data accuracy, correct inactive or duplicate positions.
Grant access based on role, review security groups, remove unauthorized users.
List vacant positions, review age of vacancy, close or reuse positions accordingly.
Maintain inbound/outbound integrations, validate data consistency, monitor errors.
Identify position to freeze, initiate 'Freeze Position' action, record reason, notify impacted stakeholders.
Review freeze reason, validate need, unfreeze position, confirm availability in position list.
Identify impacted org, initiate freeze, document reason, communicate to HR and recruiting teams.
Review approval, unfreeze org, validate position availability, communicate update to stakeholders.
Reject hire request or unfreeze position before hire, log exception if business critical.
Create position, approve requisition, post job, complete hire workflow, validate cost center and job profile.
Select open position, validate job profile and compensation, complete hire process.
Use 'Rehire' business process, validate termination reason, link position, review eligibility and rehire rules.
Define freeze criteria, apply freeze across orgs/positions, communicate guidelines, monitor compliance.
Create requisition, link to position, assign recruiter, validate posting details, route for approval.
Set business process automation, validate closure rules, audit closed positions, re-open if needed.
Request approval for exceptions, temporarily unfreeze position/org, document justification.
Run audit reports for frozen entities, review justifications, identify inactive freezes, clean up outdated freezes.

Key Points / Activities to Cover

Identify role mapping per position; assign correct roles; validate access; conduct role-based access reviews periodica
Define security group type (Role-Based/User-Based/Job-Based/Intersection); configure domain and business proces
Identify required roles (HR Partner, Manager, etc.); assign to correct supervisory orgs; validate workflow and approv
Identify users leaving/changing departments; revoke roles immediately; audit for orphaned roles; notify security tea
Run role audit reports; validate segregation of duties (SoD); document and resolve conflicts; ensure periodic certific
Create delegation rules; define start and end dates; monitor usage; revoke access post-delegation period.
Automate via business process; assign roles during onboarding or job change; verify access; ensure role alignment w
Build custom role assignment reports; track users per security group; monitor recent changes; review audit logs.
Identify conditions for intersection; configure intersection groups; test access scenarios; update as per business cha
Define request form and approval routing; maintain request history; ensure authorization before provisioning.
Priority Level
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 SOP Title
Compensation Planning Setup
Grade & Grade Profile Management
Compensation Package & Plan Configuratio
Eligibility Rules Configuration
Compensation Business Process (BPF)
Request Compensation Change
Merit Cycle Execution
Bonus & Variable Pay Execution
One-Time Payments
Promotions / Demotions
Allowances
Compensation Data Integrity & Audit
Security & Access
Reporting & Analytics
Year-End Roll Over
Salary Plan
Hourly Plan
Unit-Based Allowance
Percentage-Based Allowance
Amount-Based Allowance
Period Salary Plan
Unit Salary Plan
Calculated Plan
Commission Plan
Compensation Elements
Compensation Element Groups
Compensation Package
 Module: Core HCM
Objective / Description
Configure and initiate compensation cycles
Maintain salary structures across job levels
Define pay components and structures
Ensure only eligible employees receive plan participation
Define workflow for compensation actions
Apply pay changes (merit, promotion, allowance)
Manage annual salary increases
Process incentive payments
Process ad-hoc payments
Adjust pay when employee job level changes
Manage recurring/non-recurring allowances
Ensure accuracy and compliance
Protect sensitive compensation data
Provide insights to leadership
Close cycle and prepare for next year
Configure fixed base salary plans
Pay employees based on hours worked
Pay based on units (e.g., miles, shifts)
Allowance based on % of base salary
Fixed monetary allowances
Salary defined by specific period cycles
Compensation based on unit count
Automated formula-based compensation plan
Sales incentive payout plan
Define compensation components
Group multiple elements together
Bundle salary, allowance, bonus, and other plans
 Module: Core HCM
Responsible Role(s)
Compensation Admin / HR
Compensation Admin
Compensation Admin / HRIS
HR / Compensation Admin
Workday Admin / HRIS
Manager / HR / Compensation Partner
Manager / HR / Compensation Admin
Manager / HR / Payroll
HR / Payroll / Compensation Partner
HR / Manager / Compensation Partner
HR / Payroll
Compensation Admin / HR Audit
Workday Security Admin / HRIS
HR / Compensation / Finance
Compensation Admin / HR / Finance
Compensation Admin / HRIS
HR / Payroll / Compensation Admin
Compensation Admin / Payroll
Compensation Admin / HR
HR / Payroll
Compensation Admin / HRIS
HR / Payroll
Workday HRIS / Compensation Admin
Sales HR Partner / Payroll
Compensation Admin / HRIS
Compensation Admin
Compensation Admin / HR
 Key Points / Activities to Cover Priority Level
Define cycle, eligibility rules, budget pools, approval routing High
Create/update grades & profiles, assign pay ranges, align with job profiles High
Create packages, add plans (base, bonus, allowance), test configurations High
Create eligibility rules, validate, apply to cycles High
Configure process routing, approvals, notifications High
Initiate change, enter details, submit for approval High
Distribute worksheets, submit recommendations, approvals, finalize increases High
Define cycle, calculate payouts, approvals, payroll transfer Medium
Enter payment details, approvals, flow to payroll Medium
Initiate job change, assign new grade/package, update records High
Add allowance plans, apply rules, update employee record Medium
Run audit reports, validate exceptions, correct mismatches High
Assign roles, restrict visibility, quarterly access reviews High
Generate reports, dashboards, validate filters Medium
Finalize cycle, archive worksheets, configure new cycle High
Create salary plan, define frequency, link ranges, assign eligibility High
Create hourly plan, set rates, assign to hourly workers, validate payroll integration High
Define unit type, set rates, assign to employees Medium
Configure percentage rules, link to salary plan, assign to workers Medium
Create allowance plan, define fixed amounts, assign to workers Medium
Configure plan frequency, align with payroll calendar, assign to employees Medium
Create unit salary plan, define units, assign to roles Medium
Define formula, configure rounding/limits, assign to employees High
Configure commission rules, assign to sales roles, process payouts High
Create elements (salary, bonus, allowance), map to payroll outputs High
Create groups, add related elements, link to packages Medium
Create package, add plans, apply eligibility rules, assign to job profiles High
 SOP Title
Business Process Configuration & Governance
Business Process Version Management
Business Process Rescind Event Handling
Business Process Cancel Event Management
Business Process Correction Handling
Mass Rescind / Mass Cancel Process Management
Reassignment of Business Process Tasks
Delegations Setup and Management
Business Process Validations Management
Business Process Notifications Setup
Business Process Security Management
Exception Handling in Business Processes
Audit and Monitoring of Business Process Events
Business Process Testing & Validation SOP
Business Process Reporting and Dashboarding
Managing Stuck or Incomplete Business Processes
Business Process Ownership and Change Management
End-to-End Business Process Review and Optimization
Mass Action Review SOP
Validation Rule Library Maintenance SOP
BP Integration Dependency SOP
 Objective / Description
To define, configure, and maintain standard business processes across modules ensuring consistency and complianc
To manage multiple versions of business processes and maintain audit compliance for changes.
To manage rescinding of completed business process events in case of incorrect data or approval.
To handle cancellation of business process events that are initiated but not required anymore.
To correct previously completed transactions while maintaining audit trails and data integrity.
To execute mass rescind or cancel actions efficiently and safely across large volumes of business process transaction
To reassign pending tasks when an approver or assignee is unavailable or has exited the organization.
To allow delegation of tasks temporarily during leave or absence ensuring continuity of approvals.
To establish validation rules ensuring accuracy and compliance within business processes.
To manage email and in-system notifications triggered by BP events to ensure visibility and timely action.
To manage user access and security groups for performing BP actions safely and in compliance with policy.
To manage exceptions, errors, or failed workflows ensuring data consistency and minimal downtime.
To monitor and audit business process actions ensuring compliance and accuracy.
To perform functional testing of new or updated business processes ensuring smooth operations.
To create reports and dashboards for tracking BP performance and pending actions.
To handle stuck, failed, or incomplete BP events to maintain workflow integrity.
To define ownership and control changes to BP configurations ensuring accountability.
To periodically review BPs for redundancy, bottlenecks, and improvement opportunities.
To manage mass changes across Workday (e.g., location changes, department reorgs) ensuring accurate data updat
To maintain a centralized library of all validation rules ensuring consistency across modules.
To document and manage integrations linked to business processes ensuring smooth data flow and no disruption.
 Module: BP Configuration
Responsible Role(s)
Workday Functional Consultant / HRIS
HRIS / Workday Admin
HR Partner / HRIS
HR Partner / HRIS
HRIS / HR Partner
HRIS / Workday Admin
HR Partner / Security Admin
HR Partner / Employee / Workday Admin
Workday Functional Consultant / HRIS
HRIS / Admin
HRIS / Security Admin
HRIS / Workday Support
HRIS / Audit / Compliance
HRIS / QA Team
HRIS / Reporting Analyst
Workday Admin / HRIS
HRIS / Process Owners
HRIS / Process Improvement Team
HRIS / Admin / Workday Consultant
Workday Consultant / HRIS
Workday Integration / HRIS Team
 Key Points / Activities to Cover
Identify processes (Hire, Termination, Job Change, etc.); configure steps and routing; test process flows; document a
Track BP version history; update version with date and reason; archive old versions; perform regression testing befo
Identify rescind requirement; check dependencies (payroll, integrations); perform rescind with audit note; commun
Validate process status (in-progress/pending approval); cancel using appropriate BP action; document reason; confi
Identify eligible transactions; initiate correction; ensure audit note entry; re-trigger related BPs if applicable; notify a
Obtain management approval; backup data; identify event type; execute using EIB or Workday utility; validate and t
Identify impacted tasks; reassign using Reassign Tasks action; validate new approver’s access; document and log rea
Define delegation period and scope; configure delegation rules; test workflow; monitor expiry and revoke delegatio
Configure condition rules; define validation types (Error/Warning/Alert); test scenarios; document rule logic; mainta
Configure notifications for key BP events (Hire, Transfer, Termination); customize templates; validate recipients; tes
Map BP security policies; review domain and BP access; restrict sensitive actions; review access conflicts regularly.
Monitor failed events; analyze cause; correct data issues; reprocess BPs; document resolutions for knowledge base.
Schedule BP audit reports; review rescind/cancel/correct logs; validate security adherence; maintain monthly audit
Prepare test cases; test multiple scenarios; validate approvals; document results; obtain UAT sign-off.
Build reports for pending tasks, overdue approvals, rescinded events; track turnaround time (TAT); share dashboard
Identify stalled events via reports; investigate reason; cancel/reassign/correct; notify stakeholders; perform follow-u
Document BP ownership per process; review changes via CAB (Change Advisory Board); ensure approvals before de
Analyze transaction logs; collect feedback; remove unused steps; optimize routing; implement automation where po
Plan and validate mass change scope; create mass EIB templates; execute and verify updates; maintain audit report
Document all validation rules; categorize by process; review quarterly; update obsolete validations.
Map integrations per BP; review triggers and data dependencies; test post-change; communicate with integration o
Priority Level
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 SOP Title
Employee Termination Process Management
Termination Business Process Configuration
Termination Categories and Reasons Setup
Notice Period Eligibility Rules Configuration
Notice Period Validation and Enforcement
Termination Approvals and Notifications
Rehire and Termination Reversal (Rescind)
Position Closure After Termination
Exit Clearance and Checklist Management
Final Settlement and Payroll Impact SOP
Mass Termination SOP
Termination Data Audit and Reporting
Integration Handling for Termination Events
Validation Rules for Termination Events
Termination Audit and Compliance Review
Country-Specific Termination Rules Setup
Employee Exit Survey and Feedback SOP
Suspension or Pre-Termination Process Management
Termination Delegations and Approver Backup SOP
Termination Change Audit Trail and Version Control S
Notice Pay Calculation SOP
Voluntary vs Involuntary Termination Analytics SOP
Termination Data Archival and Retention SOP
 Objective / Description
To define and execute the standard employee termination workflow in Workday ensuring compliance, accuracy, and
To configure and maintain the termination BP workflow with appropriate steps, conditions, and validations.
To configure global and country-specific termination categories and reasons for data consistency and analytics.
To define rules for determining notice period applicability based on country, worker type, and employment categor
To ensure compliance by enforcing notice period rules through business process validations.
To configure and manage approval flows and notifications to stakeholders (HR, Manager, Payroll, IT).
To manage rescinding of terminations for employees mistakenly terminated or rehired.
To handle position closure or unavailability after employee termination.
To ensure completion of all exit-related tasks before the termination is finalized.
To ensure termination-related data accurately flows to payroll and benefits systems.
To manage large-scale terminations (e.g., layoffs, contract end) ensuring accuracy and minimal disruption.
To ensure accuracy and auditability of all termination records and reasons.
To ensure seamless data flow from termination events to external systems (e.g., payroll, IT, benefits).
To maintain validation logic ensuring clean data entry and adherence to policies.
To ensure all terminations follow the company’s HR, legal, and compliance standards.
To handle local legal requirements for notice period and termination.
To collect feedback from exiting employees to improve retention and HR processes.
To manage cases where employees are under investigation or suspended prior to termination.
To ensure no delays in approvals during manager absence or role transitions.
To maintain audit trail of changes in termination BP and configuration.
To automate and validate notice pay calculation based on notice period served or waived.
To analyze trends in voluntary and involuntary terminations for HR insights.
To manage archival of termination data in compliance with retention policies.
Module: Termination & Notice Period Rules
Responsible Role(s)
HR Partner / HRIS / Manager
HRIS / Workday Functional Consultan
Workday Functional Consultant / HRI
Workday Functional Consultant / HRI
HRIS / Workday Consultant
HR Partner / HRIS
HR Partner / HRIS
HR Partner / HRIS / Manager
HR Partner / Admin / IT
Payroll / HRIS / Finance
HRIS / HR Partner / Workday Admin
HRIS / Audit / Compliance
HRIS / Integration Team
HRIS / Workday Consultant
HRIS / Compliance / Audit
HRIS / Workday Consultant
HR Partner / HRIS
HR / HRIS / Compliance
HR Partner / HRIS
HRIS / Workday Admin
Payroll / HRIS
HR Analytics / HRIS
HRIS / Compliance / IT
Rules
Key Points / Activities to Cover
Identify termination type (voluntary/involuntary); initiate termination BP; validate termination date and reason; cap
Define BP steps (initiation, HR review, approval, notifications); configure condition rules by country/business unit; se
Define categories (voluntary, involuntary, retirement, end of contract, etc.); align reasons to categories; maintain na
Configure eligibility rules using calculated fields; map notice period applicability per country; align with legal and po
Create condition rules for minimum/maximum notice period; restrict terminations violating rule; provide system wa
Define approval chain (manager → HR → payroll); configure notifications for equipment return, system access revoc
Validate rehire eligibility; rescind termination event; ensure position reopening; validate data dependencies (payrol
Configure auto-close or manual close policy; confirm backfill status; validate position data; ensure position is frozen
Create exit checklist (return assets, clearance forms, final settlement); assign to departments; monitor completion t
Confirm last working day; communicate termination data to payroll; calculate pending dues and notice pay recovery
Prepare EIB templates; validate termination types; confirm legal approvals; execute mass termination safely; monito
Run monthly termination audit reports; validate termination reason distribution; identify anomalies; share analytics
Review integration dependencies; confirm trigger timing; test end-to-end data flow; coordinate with system owners
Configure validation conditions (reason selection, date conflicts, notice compliance); test rule accuracy; update with
Conduct quarterly termination audits; verify adherence to approval flow; review termination reasons and notice adh
Configure country-specific eligibility and termination rules; ensure localization compliance (e.g., statutory notice, gr
Configure exit survey form; automate survey trigger on termination initiation; analyze feedback; report insights qua
Create suspension reason codes; freeze positions; track duration; trigger termination or reinstatement post-decision
Setup delegations for termination approvals; monitor delegation validity; reassign tasks where needed.
Document all BP changes; maintain change history; track who modified BP; store backups for rollback.
Configure calculated fields for notice recovery; integrate with payroll; audit results monthly.
Build reports; analyze by region, function, and reason; share with management.
Define retention timelines; archive or purge as per policy; maintain secure backup.
Priority Level
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 SOP Title
Security Role Design & Governance
Domain Security Policy Configuration
Business Process Security Policy Configuration
User Provisioning & De-Provisioning
Segregation of Duties (SoD) Management
Security Group Management
Periodic Security Access Review
Security Audit & Compliance Monitoring
Emergency Access / Firefighter ID SOP
Role Assignment Exceptions
Password & Authentication Policy SOP
Data Masking & Restricted Data Access
Security Change Request & Approval Process
Testing & Validation of Security Changes
Workday Release Management (Security Impact)
Security Incident Management
Data Retention & Archival (Security Perspective)
Training & Awareness
Third-Party Vendor & Integration Security SOP
Backup & Disaster Recovery (Access Perspective)
Role-Based Security Group
User-Based Security Group
Segment-Based Security Group
Intersection Security Group
Job-Based Security Group
Position-Based Security Group
Organization-Based Security Group
Location-Based Security Group
Unconstrained Security Group
Integration System Security Group
Security Segment Group (Intersection Variant)
Custom Security Group (Derived / Advanced Rule
 Module: Security
Objective / Description
Define and maintain security roles aligned to least privilege
Manage access to specific Workday objects
Control who can initiate/approve/deny business processes
Manage lifecycle of user access
Prevent conflicting access
Define groups to assign roles collectively
Regularly validate user access
Monitor for violations and unauthorized access
Provide temporary elevated access for emergencies
Document and approve exceptions for elevated access
Enforce secure authentication
Protect sensitive PII/PHI data
Control all security changes
Ensure no unintended access issues
Manage Workday updates impacting security
Define response plan for access breaches
Securely archive and retain data per compliance rules
Ensure users know their access responsibilities
Secure data exchange with vendors
Maintain secure access continuity during DR
Manage access tied to specific Workday roles (e.g., HR Partner, Manage
Provide access to individual named users
Grant access based on segment criteria (e.g., cost center, location, org)
Restrict access requiring membership in two groups
Grant access to all workers in a specific job profile
Grant access tied to specific positions
Provide access tied to Workday organizations
Control access based on physical/geographic location
Provide unrestricted access across tenant
Manage access for integrations and system accounts
Fine-grained access based on combination of multiple security dimensi
Handle unique business needs not covered by delivered groups
 Module: Security
Responsible Role(s)
Security Admin / HRIS / HR Leadershi
Security Admin / HRIS
Security Admin / HRIS
Security Admin / HRIS
Security Admin / HRIS
Security Admin / HRIS
Security Admin / HRIS / HR Leadershi
Security Admin / HR Audit / HRIS
Security Admin / HRIS
Security Admin / HRIS
Security Admin / IT
Security Admin / HRIS
Security Admin / HRIS
Security Admin / HRIS
Security Admin / HRIS
Security Admin / IT / InfoSec
Security Admin / HRIS / Legal
Security Admin / HRIS / HR Leadershi
Security Admin / IT
Security Admin / IT
Security Admin / HRIS / HR Leadershi
Security Admin / HRIS
Security Admin / HRIS
Security Admin / HRIS
Security Admin / HRIS
Security Admin / HRIS
Security Admin / HRIS
Security Admin / HRIS
Security Admin
Security Admin / IT
Security Admin / HRIS
Security Admin / HRIS / HR Leadershi
urity
Key Points / Activities to Cover
Create roles by function, align with SoD, maintain RACI mapping
Grant view/modify/initiate/approve access, review sensitive domains, apply restrictions by org hierarchy
Configure step security, escalation rules, limit override ability
Automate provisioning/deactivation, assign correct roles, periodic review
Define SoD rules, run conflict reports, route exceptions, monitor critical transactions
Maintain groups by org/role/location/job, audit group memberships quarterly
Quarterly/bi-annual review, remove unused/inactive accounts, validate scope
Run audit reports, track failed login attempts, validate privileged access activities
Maintain firefighter IDs, require approval/justification, review logs post usage
Create exception log, route to Security Governance, review quarterly
Define password rules, enforce SSO+MFA, periodic penetration testing
Mask SSNs/bank info, restrict salary/bonus visibility, apply view-own-only rules
Use ITSM for requests, dual approval, maintain audit logs
Test new roles in sandbox, validate access matrix before prod migration, regression testing
Review release notes, assess impact, test, update documentation
Detect incident, escalate, block account, investigate, report corrective actions
Define retention periods, encrypt archived data, restrict access
Train on least privilege, provide phishing/security awareness, annual recertification
Use secure protocols, review vendor certifications, restrict vendor accounts
Define backup security roles, validate DR failover, test annually
Assign group based on role, review on transfers/terminations, periodic audit, document mapping of role → privil
Use sparingly, document justification, route approvals, remove when no longer needed
Define rules clearly, validate scope, regularly review segment logic
Define intersections clearly, use for fine-grained control, test logic regularly
Maintain mapping, validate updates on job assignment changes, audit for unintended roles
Use for sensitive positions, update when positions vacated/filled, audit quarterly
Assign managers/admins to their org, test org hierarchies, avoid unconstrained org groups unless required
Configure for country-specific teams, update on relocations, validate legal compliance
Avoid unless necessary, restrict to security admin, monitor logins/activities
Assign least privilege, enforce credential rotation/MFA, audit logs monthly
Map multiple dimensions (job+org+region), validate no excess privileges, document combinations in governance
Create derived groups carefully, require business justification & approval, test thoroughly before rollout
Priority Level
High
High
High
High
High
High
High
High
High
High
High
High
High
High
High
High
High
Medium
High
High
High
High
High
High
Medium
Medium
High
Medium
Critical
High
High
Medium
 SOP Title
Report Design & Creation
Report Type Governance
Advanced Report Development
Security & Access Control for Reports
Report Testing & Validation
Report Deployment & Scheduling
Report Maintenance & Version Control
Report Audit & Compliance
Data Quality & Accuracy SOP
Report Optimization & Performance Tuning
Dashboards & Analytics Integration
Ad-Hoc Reporting SOP
Calculated Fields for Reports
Report Security Testing
Report Documentation & Knowledge Management
Integration & Extract Reporting SOP
Report Archival & Cleanup
Report Training & User Enablement
Report Error & Exception Handling
Reporting Governance & Ownership
 Module: Reporting & Advanced Reporting
Objective / Description
Define and create reports according to business requirements
Decide whether to use standard, custom, or advanced reports
Build complex reports for analytics or integration purposes
Restrict sensitive data access
Ensure reports return accurate, complete, and consistent data
Deliver reports efficiently to stakeholders
Keep reports up-to-date and track changes
Ensure reports comply with internal controls and external regulations
Maintain high quality and reliable data in reports
Ensure reports run efficiently and quickly
Integrate reports into dashboards for visualization
Enable users to create one-time or on-demand reports
Define calculated fields for derived metrics
Verify report security for all user types
Maintain clear documentation for all reports
Provide reports for external systems
Remove obsolete or redundant reports
Educate users on reporting capabilities
Manage errors during report execution
Assign responsibility for report lifecycle and data integrity
Module: Reporting & Advanced Reporting
Responsible Role(s)
Report Developer / HRIS / Analytics Team
Report Owner / HRIS / Analytics Team
Report Developer / HRIS / Analytics Team
Security Admin / HRIS / Report Owner
Report Developer / HRIS / Analytics Team
Report Developer / HRIS / Analytics Team
Report Owner / HRIS / Analytics Team
Report Owner / HRIS / Audit / Legal
Report Owner / HRIS / Analytics Team
Report Developer / HRIS / Analytics Team
Report Developer / Analytics Team
Report Owner / HRIS / Analytics Team
Report Developer / HRIS / Analytics Team
Security Admin / HRIS / Report Owner
Report Owner / HRIS / Analytics Team
Report Developer / HRIS / IT / Analytics Team
Report Owner / HRIS / Analytics Team
HRIS / Analytics Team / Report Owner
Report Developer / HRIS / Analytics Team
Report Owner / HRIS / Analytics Team / Leadership
 Key Points / Activities to Cover
Gather requirements, identify sources, determine type, build report, validate data
Assess standard reports, document rationale for custom/advanced, avoid duplication
Use calculated fields, conditional logic, joins, composite reporting, optimize performance
Assign report security, configure domain security, restrict sensitive fields
Test with sample/full datasets, validate calculations, compare with source
Configure scheduling, subscriptions, publish to dashboards/inbox
Document metadata, maintain version history, update fields/filters as rules change
Audit access, validate compliance, review redundancy
Reconcile output vs source, validation checks, resolve discrepancies
Avoid unnecessary calculated fields/joins, use filters/prompts, test execution time
Create report sources, use Workday Prism/Advanced Reporting, ensure interactive filters
Provide access to security groups, train users, limit sensitive object access
Identify needed calculations, build formulas, test accuracy, document for reuse
Test access for multiple groups, confirm restricted fields hidden, validate exception handling
Document purpose, owner, audience, schedule, filters, update after changes
Configure report as web service/EIB source, validate data mapping, monitor extraction logs
Identify unused reports, archive, delete after approval
Conduct workshops, provide guides, promote prompts/filters/advanced features
Log errors, investigate root cause, correct issues, communicate resolution
Identify owners, define creation/update governance, maintain approval process
Priority Level
High
High
High
High
High
Medium
High
High
High
Medium
Medium
Medium
High
High
Medium
High
Medium
Medium
High
High
 SOP Title
Integration Inventory & Catalog Management S
Integration Lifecycle Management SOP
Integration Naming Convention SOP
Integration Security & Access Control SOP
Integration Audit & Compliance SOP
Integration Backup & Recovery SOP
Integration Scheduling SOP
Integration Change Management SOP
Inbound Data Load SOP
Inbound Worker Data Load SOP
Inbound Position Data Load SOP
Inbound Organization Data SOP
Inbound Compensation Data SOP
Inbound Benefit Enrollment SOP
Inbound Payroll Data SOP
Inbound EIB File Management SOP
Inbound Validation & Error Handling SOP
Inbound Scheduling & Monitoring SOP
Inbound Integration Rollback SOP
Outbound Data Feed SOP
Outbound Payroll Data SOP
Outbound Benefit Vendor Feed SOP
Outbound Financial Data SOP
Outbound Worker Data SOP
Outbound Reporting Integration SOP
Outbound Document Delivery SOP
Outbound File Transmission SOP
Outbound Data Validation & Audit SOP
Outbound Scheduling and Retry SOP
Outbound Termination Feed SOP
Integration Design Specification SOP
Integration Development SOP
Integration Unit Testing SOP
Integration UAT & Sign-off SOP
Integration Version Control SOP
Integration Deployment SOP
Integration Post-Go-Live Monitoring SOP
Integration Error Notification SOP
Integration Error Resolution SOP
Integration Performance Monitoring SOP
Integration Dashboard Reporting SOP
Integration Escalation & Support SOP
Integration System User Management SOP
Integration Credential Rotation SOP
Integration Access Review SOP
Integration Data Encryption SOP
Integration Compliance & Audit SOP
 Module: Reporting & Advanced Reporting
Objective / Description
Maintain a catalog of all integrations with direction, purpose, and ownership.
Define end-to-end lifecycle of integrations from design to retirement.
Ensure consistent naming and versioning across all integrations.
Manage access, authentication, and role-based permissions for integrations.
Maintain compliance with data protection laws and internal audit policies.
Ensure integration data backups and recovery plans exist for disaster recovery.
Define consistent timing and frequency for integration runs.
Manage integration changes with impact analysis and version control.
Define standard steps for loading data into Workday via EIB or Studio.
Load employee data into Workday from external HR or ATS systems.
Import position data from workforce planning systems into Workday.
Import new orgs or hierarchy changes into Workday.
Load external compensation updates into Workday.
Load employee benefit elections from third-party vendors.
Import payroll inputs from timekeeping or attendance systems.
Manage inbound file storage, retention, and cleanup.
Manage validation checks and error correction for inbound integrations.
Define how inbound integrations are tracked and monitored.
Revert data loaded incorrectly through inbound processes.
Manage outbound integrations to external vendors or systems.
Send payroll data to external payroll providers.
Send benefit enrollment or changes to external vendors.
Transfer finance and accounting data from Workday to ERP systems.
Send worker data to external directories (e.g., Active Directory, security systems).
Leverage RaaS (Reports-as-a-Service) for outbound integrations.
Deliver documents (e.g., payslips, offer letters) to external systems.
Handle secure file transfers for outbound integrations.
Ensure data accuracy for all outbound data feeds.
Set retry mechanisms and schedules for outbound integrations.
Manage data feeds that deactivate terminated workers externally.
Document mapping logic and configuration details for integrations.
Define process for developing integrations using Workday Studio, EIB, or Core Connect
Conduct developer-level unit testing before SIT.
Manage user acceptance testing for integrations.
Track integration versions and maintain rollback capability.
Deploy integrations to production following change control.
Monitor integration stability and performance post-launch.
Set up alerts for integration failures.
Define process for analyzing and resolving failed integrations.
Monitor performance and job success rates.
Maintain dashboards for monitoring integration health and SLAs.
Define escalation levels for integration-related incidents.
Manage Workday integration system user accounts.
Manage key, certificate, and password rotation schedules.
Perform periodic access reviews for integration users.
Define encryption standards for data at rest and in transit.
Conduct regular compliance and audit checks for integrations.
le: Reporting & Advanced Reporting
Responsible Role(s)
Integration Admin / HRIS / IT
Integration Admin / HRIS
Integration Admin / HRIS
Security Admin / Integration Admin
IT Compliance / HRIS
IT / HRIS / Integration Admin
Integration Admin
Integration Admin / HRIS / IT
HRIS / Integration Admin
HR Partner / HRIS
HR Partner / Integration Admin
Org Admin / Integration Admin
Compensation Partner / HRIS
Benefits Admin / HRIS
Payroll Admin / HRIS
Integration Admin / HRIS
HRIS / Integration Admin
Integration Admin
HR Partner / Integration Admin
Integration Admin / HRIS
Payroll Admin / Integration Admin
Benefits Admin / HRIS
Finance / Integration Admin
HRIS / IT
Reporting Analyst / Integration Admin
HR Admin / Integration Admin
Integration Admin / IT Security
Integration Admin / Audit Team
Integration Admin / HRIS
HRIS / Security Admin
Integration Developer / HRIS
Integration Developer / HRIS
Integration Developer
HR Partner / Business User / HRIS
Integration Admin / Developer
Integration Admin / HRIS / IT
Integration Admin / HRIS
Integration Admin / HRIS
Integration Admin / HRIS / IT
Integration Admin / IT
Reporting Analyst / HRIS
Integration Admin / IT Support / Vendo
Security Admin / Integration Admin
Security Admin / IT
Security Admin / Audit Team
IT Security / HRIS
Audit Team / HRIS / IT Security
 Key Points / Activities to Cover Priority Level
Document all integrations, update metadata, track owners and business purpose. High
Design → Build → Test → Deploy → Monitor → Retire. High
Follow standardized naming patterns for easier identification and auditing. Medium
Use OAuth, API keys, or Workday Accounts with least-privilege access. High
Perform quarterly reviews, maintain audit logs, ensure GDPR compliance. High
Back up integration files, configure failover, document recovery procedures. High
Set daily, weekly, or real-time schedules, monitor overlaps and dependencies. Medium
Follow change approval process before deploying to production. High
Prepare inbound templates, validate data, upload securely, and monitor load results. High
Validate source data, test load in sandbox, and perform production import with checks. High
Review mapping templates, validate supervisory orgs, import positions. Medium
Ensure correct hierarchy, link cost centers, validate effective dates. Medium
Map pay components, validate budgets, perform upload, verify pay ranges. High
Match employee IDs, validate plan codes, upload securely, verify data in benefits modulHigh
Validate input format, upload securely, reconcile payroll data. High
Store securely in shared drive/SFTP, archive completed EIBs, delete expired data. Medium
Review load results, correct data, re-run failed integrations. High
Use Workday integration dashboard and alert subscriptions. Medium
Identify impacted records, use correction EIB or manual rollback. High
Create outbound RaaS or Studio integration, configure endpoint, and schedule transmissHigh
Configure SFTP, encrypt files, verify data accuracy, and confirm vendor receipt. High
Schedule vendor feeds, validate data accuracy, confirm acknowledgment. High
Configure mapping, monitor feed success, reconcile general ledger data. High
Ensure terminated workers are removed, review attribute sync accuracy. Medium
Build RaaS reports, secure endpoints, and test XML/JSON formatting. Medium
Encrypt documents, send via secure file delivery, log transfer confirmation. Medium
Use SFTP or HTTPS, enable encryption, and confirm vendor receipt. High
Compare outbound data with reports, review acknowledgments, track delivery logs. High
Automate retries on failure, notify admins, document retry history. Medium
Confirm termination event triggers feed, validate deactivation with vendor. Medium
Maintain up-to-date design specs, mapping documents, and dependencies. High
Follow coding standards, perform peer review, and validate security setup. High
Test input/output data, mock external system responses, log test results. Medium
Conduct UAT, log defects, retest, and obtain final approval. High
Use version numbering and maintain backups of previous builds. Medium
Migrate from sandbox → implementation → production after approvals. High
Track errors, monitor run times, review data integrity for first 30 days. High
Configure notifications, alert distribution lists, and auto-escalation rules. High
Check logs, identify root cause, correct and re-run integration. High
Use Workday dashboard metrics to identify slow or failed jobs. Medium
Generate daily/weekly reports, track uptime and performance. Medium
Define severity levels, escalation matrix, and response SLAs. High
Create, deactivate, or rotate system users, assign roles securely. High
Maintain credential logs, update system configurations, and test after rotation. High
Verify access relevance, revoke inactive accounts, and document compliance. High
Use SFTP/SSL/TLS protocols and encrypted storage for sensitive files. High
Maintain documentation, test integration controls, ensure compliance certification. High