Global Workday Ownership - Serve as global system owner and accountable leader for Workday across all HR and Payroll modules - Own Workday's health, data integrity, and configuration governance post-implementation; establish the processes that keep the system accurate, optimized, and audit-ready - Drive continuous improvement and feature adoption across Workday's bi-annual release cycles; evaluate new capabilities against Enverus' roadmap and prioritize accordingly - Partner with IT to manage integrations, access governance, and system architecture decisions; own the Workday vendor relationship and roadmap alignment Change Management & HR Function Transformation - Own the ongoing management strategy for Workday adoption across the global HR team and broader organization — building the competency and confidence that turns Workday from a tool into a capability - Lead the transformation of HR Technology's identity within Enverus — from reactive support function to proactive, insight-generating business partner and function of truth for people data - Design and deliver change enablement programs that drive adoption, reduce workarounds, and ensure HR and people managers use Workday as intended - Serve as the primary internal advocate for data quality, standard process adherence, and consistent system use across the global HR organization Executive Partnership & Business Engagement - Build and maintain trusted relationships with senior business leaders — the go-to resource for workforce data, people analytics, and HR systems questions at the executive level - Translate complex data and system capabilities into clear, actionable insights for executive audiences; own the narrative around talent health - Partner with HR Business Partners and business leaders to identify the analytical questions that matter most and build scalable answers - Proactively surface insights to leadership — not waiting to be asked, but anticipating what leaders need to know before it becomes a problem Talent Analytics Leadership - Own and expand Enverus' Talent Analytics function to include the strategy, operating model, toolset, and team capability - Build a suite of standard and self-service dashboards and reports that give HR and business leaders real-time visibility into workforce health, talent pipeline, attrition risk, and compensation equity - Establish the data governance framework for people data — defining metrics, calculation standards, and data definitions that ensure consistency across all reporting - Evolve Talent Analytics from descriptive reporting toward predictive and prescriptive capabilities; evaluate and implement analytics tools that extend Workday's native reporting where needed Team Leadership - Lead, develop, and grow a small team of HRIS and Talent Analytics professionals — setting clear expectations, building technical and analytical capability, and creating a culture of precision and service - Model the quality and partnership standards that define how the HR Technology function operates; build the team structure needed to scale as Enverus' Workday footprint and analytics maturity grow Competitive Candidate Profile Workday & HRIS Experience - 8 years of progressive HRIS and HR Technology experience, with a minimum of 5 recent years in a Workday-focused role spanning multiple modules - Direct, hands-on experience owning or co-owning a full-cycle Workday implementation — from design and configuration through go-live and post-implementation stabilization - Proven experience as a global Workday system owner post-implementation, responsible for ongoing configuration governance, data integrity, release management, and module optimization - Strong functional depth across HCM, Payroll, Recruiting, Advanced Compensation, Workforce Planning, People Analytics, AI tools, Benefit Integrations and Absence Change Management & Organizational Influence - Demonstrated ability to help lead change management for a major HR technology transformation — the sustained adoption work that happens after go-live, not just launch communications - Experience repositioning or rebranding an HR Systems or HRIS function within a broader HR organization — shifting how it is perceived and how it operates - Track record of influencing senior stakeholders and executive leaders without direct authority, using data, credibility, and relationships to drive behavior change - Proven ability to work across a complex, global organization spanning multiple geographies, employment models, and cultures Analytics & Data Leadership - Experience leading or building a Talent Analytics or People Analytics function — including defining metrics, establishing data governance, and developing reporting infrastructure - Analytically credible: able to build, interpret, and present complex workforce data and translate it into executive-ready narrative and insight - Hands-on experience with Workday reporting tools and at least one BI platform such as Power BI - Strong grasp of people analytics domains: attrition and retention modeling, compensation equity, headcount planning, talent pipeline health, and workforce diversity metrics Leadership & Communication - 2-5 years of people management experience; track record of building and developing high-performing technical and analytical teams - Executive-level communication skills — equally comfortable presenting to a CHRO and explaining a configuration decision to an analyst. Nice to have: - Workday HCM or Payroll certification; Workday Reporting or People Analytics certification a plus - Experience in the energy, Saas, or data-intensive industry sectors - Familiarity with Workday Extend or integration middleware (Workday Studio, Boomi, or equivalent) - Experience designing and implementing competency-based performance or talent review frameworks within Workday Enverus offers comprehensive benefits to our employees to include:Medical. Dental. Vision. Income Protection (disability, life/ AD&D, critical illness, accident)Employee Assistance Program (EAP)Healthcare Spending Account (HSA), Commuter. Lifestyle & Wellbeing Program. Pet Insurance