Brodee Wright

UQ are currently undergoing Phase 3 Workday/Payroll Implementation project. I am engaged to Design, Configure and Show Case a Proof of Concept (POC) for Workday to Aurion or another payroll solution for Scheduling, Time Tracking & Time Interpretation with the inclusion of technical integrations. The Proof of Concept is used for Go/No Go decision for the project to proceed with the current software mix proposed or whether there is an alternative that can best meet the needs of the University from Cost, UX/CX(EX) & Governance perspective. The POC has been built over the course of 2 sprints (4 weeks) with regular interaction with Executives & Senior Leadership within IT & Human Resources.

I used iterative approaches to develop the minimum viable product. Meeting with decision makers on a weekly basis to showcase newly configured functionality and design concepts to meet the requirements from both meeting attendants & project stakeholders by providing a hands-on tenant for testing and ideation. I have found this is the best way to elicit the requirements and get to an MVP in the shortest amount of time.

During this same time, I was also engaged to gather Requirements, Design, Build, Test and Deploy enhancements within Workday including automating the security assignments & access to the Workday Production/Sandbox/Dev Environments through the use of multiple SOAP API Loops (Boomerangs).

Moving forward, within coming sprints (weeks) work will begin on designing & building a new identity management framework within the University starting with Workday. The purpose of this project is to avoid duplication of identities within Workday and downstream systems including Aurion. This is a significant risk at the University as the current approach has resulted in multiple duplicate accounts being created resulting in poor UX/CX(EX) and time/materials of mediating each duplication (2000+) that have occurred since the system has gone live. My role within this project will be lead analyst and will be driving the design, build, test and deployment of the end product.

• Performed internal Workday system acceptance to deliver well-tested enhancements and meet business requirements during fortnightly sprints.
• Developed diagrams to describe and lay out logical operational steps. Including overhauling security governance & dashboard/reporting governance within Workday.
• Analyzed existing integrations within Workday and Aurion databases to make recommendations for enhancements to solve business needs.
• Project management skills by defining and presenting system solutions and timelines for business needs or technical problems.
• Troubleshot incidents reported by end-users to HRIS & Payroll system changes and identify permanent solutions.
• Collaborated with system architects, Business analysts and others to understand University requirements and convert them to configured solutions.
• Guided and influenced senior leaders on recommended upgrades and enhancements to integrated solutions between Workday and downstream systems.
• Designed and programmed new SOAP Web Services (Put and Get) using Workday Studio.
• Used critical thinking to break down problems, evaluate solutions and make decisions.

Servco is a Global car distributor and reseller predominately operating within the United States of America and Australia. Within Australia Servco oversees twelve separate entities focued on New and Used Car Sales on the Eastern and Western seaboard.

The role at Servco was twofold, initially the engagement initially as a resource to reporting to the Global HR Systems VP and matrix reported to the Executive People & Safety to deploy Workday & Unipay to the twelve separate Australian entities. Servco in consultation with their AMS partner made the decision early not to use consultants and Launch methodology instead opting to deploy Workday internally using resources in Australia and the US. My participation on the project as Workday & Unipay configurator and analyst (with assistance from my colleagues in the US). We worked with the Project Manager and Lead SME to manage work packages and project deliverables. This project was seminal in developing strong technical skills & business analysis. The role was my first-time hands-on end to end from gathering requirements, turning those requirements into a solution, completing the ETL (extract, transform & load) of historical payroll data, testing (Unit, E2E, UAT & Parallel pay-runs) through to Deployment. At the end of my tenure, we had deployed six entities and were able to complete the process within a fourteen week period.

As we deployed more entities it was identified that Workday though intuitive required centralized support for the entities as they came onboard. A support model was stood up as a result which required me to take on Tier 3 support and configuration. Predominately this was managing integrations and troubleshooting, payroll enhancements and reporting and dashboarding.

• Requirement elicitation and documentation for Workday (Absence and Core HCM) as part of Workday Launch methodology.
• Developed project artefacts including work instructions, process simulations, 'as built' documentation and test cases.
• Configured and maintained supervisory organisation structure from configuration through to implementation.
• Supported configuration and maintenance of security domains and assignments within Workday.
• Performed tests of functionality, security and performance of HCM and Absence Modules.
• Managed customers' expectations of support and technology functionality in order to provide positive user experience.
• Devised solutions to operations issues related to Workday and Chris21, working closely via phone, email, live chat and web teleconference with specialist consultants and project resources to drive outcomes.
• Trained end-users in Workday to leverage the functionality to solve business problems.

• HR Subject Matter Expert for Chris21 Payroll Insourcing Project
• Reviewed existing policies and procedures to make recommendations for enhancing work productivity, recruitment, hiring processes and talent management.
• Validated results and performed quality assurance to assess accuracy of data.
• Performed system analysis, documentation, testing, implementation and user support for Chris21 platform transition.
• Improved Chris21 system by adding new features and infrastructure, enhancing Position Creation and Organisation Structure.
• Documented procedures and business processes and shared information with appropriate stakeholders.
• Maximized team knowledge and productivity by effectively training, monitoring and directing employees in application of best practices and Enterprise Agreement interpretation.
• Organised system infrastructure documentation and operating procedures, strengthening controls and enhancing overall performance.
• Generated reports detailing findings and recommendations.

• Coordinated employment offers with management and extended offers to selected candidates.
• Reviewed human resources paperwork for accuracy and completeness, including verifying, collecting and correcting data.
• Managed random monthly drug and alcohol testing for over 1200 employees.
• Assisted and guided clients on HR procedures and program development by devising performance evaluations, job descriptions and industry-standard salary ranges.
• Liaised between multiple business divisions to improve communications.
• Partnered with leaders on all HR and business functions using consultative approach to proactively identify and address issues and concerns.
• Contributed to business and HR functions by identifying, prioritizing and building organizational capabilities, behaviors, structures and processes.
• Updated training processes by reviewing existing documentation, leveraging feedback from associates, and working with legal and compliance teams.

• Organised new employee orientation schedules for all new hires.
• Processed Position Maintenance and Employee Appointments
• Coached and educated management throughout organisation on appropriate guidelines for maintaining legally-compliant workplace.
• Provided advice to leaders, managers, consultants and employees on implementation of HR policies and procedures and Enterprise Agreements.
• Met with staff to resolve difficult situations related to performance and conflict management.
• Implemented and supervised orientation procedures for all new hires.
• Supported creation and enforcement of HR policies and procedures across organisation.
• Audited workplace, employee and management policies, procedures and data.

• Working toward Workday PRO - Integrations