Workday Talent Acquisition Manager

Are you looking to join a dynamic company that truly values their employees, offers great benefits, and has a “people first” culture? At ERPA, we encourage our employees to be innovative and welcome new ideas. Empathy, responsibility, passion, and agility are the values that ERPA emulates in the workplace and seeks in our employees.

ERPA is a client-centered technology services firm, modernizing and maximizing customer’s investment in Workday. Our team delivers holistic solutions for customers looking to maximize their Workday investment and elevate the user experience by offering on-going application management services, Phase X and follow-on solutions, analytics, and overall optimization.

Position Summary:

We are seeking a dedicated and knowledgeable Workday Talent Acquisition Manager to join our team at ERPA. In this full-cycle recruiting position, you will be responsible for sourcing, attracting, and hiring top Workday talent to fill our consulting and sales openings. By combining your expertise in recruitment with a passion for the Workday ecosystem, you will help build a robust talent pipeline and contribute to the continued success of our organization.

This role will actively contribute to the development of ERPA’s Workday practice and should showcase innovation, strategic thinking, and have the drive to make ERPA a Workday partner employee of choice.

Key Responsibilities:

• Promote ERPA: Learn about ERPA’s Workday Practice and tell our story during conversations with candidates

• Strategic Collaboration: Conduct strategy calls with hiring managers to understand their unique hiring needs, define job requirements, and develop comprehensive recruiting plans to fill positions within the Workday practice.

• Job Description Management: Draft new job descriptions, revise existing job descriptions, and partner with HR to create new job profiles in Workday prior to posting new positions, as needed.

• Job Requisition Management: Open job requisitions in Workday, post positions both internally and externally, and manage the applicant pool.

• Talent Engagement: Leverage your existing Workday partner network and actively utilize platforms like LinkedIn and other social media sites to attract and engage passive candidates.

• Talent Pipeline Development: Establish and nurture relationships with potential Workday candidates to build a strong talent pipeline for future hiring needs.

• Advanced Sourcing Techniques: Apply innovative sourcing techniques to identify candidates for positions with limited talent pools.

• Tracking and Reporting: Track reqs and candidate activity (conversations, interviews, submittals, feedback, etc.), and prepare weekly recruiting status updates for leadership.

• Candidate Management in CRM: Enter candidate data into Ceipal (CRM) to across other practice areas within ERPA, as appropriate.

• Phone Screening: Utilize internal phone screen templates to conduct in-depth phone screens, and submit qualified candidates to the hiring manager.

• Candidate Experience: Provide a positive experience for all candidates throughout the recruitment process through effective communication and management.

• Interview Scheduling: Schedule interviews in Outlook across multiple time zones and manage the entire interview process with a strong sense of urgency.

• Post-Interview Debrief: Debrief with the hiring manager after interviews and take appropriate next steps with candidates.

• Offer/Compensation Package Recommendations: Collaborate with hiring managers to determine appropriate compensation packages for employment offers.

• Offer Processing and Onboarding: Process job offers in Workday, conduct reference checks, create New Hire onboarding schedules, and complete onboarding tasks timely using the internal checklist template.

• Recruiting and Onboarding Improvement: Send onboarding surveys to new hires, review responses, and make recommendations for process improvements to leadership, as needed.

• Industry Awareness: Stay current with industry market news and updates within the Workday ecosystem, advising leadership on developments that may impact recruitment strategies.

Experience Requirements:

• 3+ years of full-life cycle recruiting experience, with at least 1 year of experience recruiting certified Workday Consultants for a Workday Partner is required

• AIRS certification is preferred

• Proficiency in LinkedIn Recruiter, Workday as an ATS, and MS Office required

• Must have an active presence on LinkedIn and post regularly for recruiting and brand awareness

• A proven track record of successfully sourcing passive candidates with limited candidate pools/hard-to-fill roles within the Workday ecosystem is required.

• Ability to multi-task, and be flexible/adaptable in an ever-changing environment

• Must demonstrate excellent communication skills and be able to create effective messages to attract passive candidates

• Demonstrate excellent interpersonal skills, with a focus on candidate experience

• Ability to work collaboratively with hiring managers and other stakeholders

• Experience scheduling interviews in multiple time zones via Outlook

• Possess problem solving skills and be proactive when action is needed to ensure the timely delivery of recruiting initiatives.

• Good organizational skills and attention to detail will be crucial for effective candidate management, reporting, and managing multiple initiatives simultaneously

• Talview experience is a plus

• Experience recruiting consultants in India is a plus

• Knowledge of H-1b visa process is a plus

Nothing in this job description restricts management's right to assign or reassign duties and responsibilities of this job. 

Applicants are considered for all positions in accordance with statutes and regulations concerning non-discrimination on the basis of race, ancestry, age, color, religion, sex, national origin, sexual orientation, gender identity, non-disqualifying disability, veteran status, or other protected classification. ERPA is an equal opportunity employer, as well as a substance and tobacco free workplace.

All offers of employment are contingent on successfully passing the pre-employment drug screen and background investigation which may include reference checks, criminal background investigation, and when applicable licensing verification. 

Applicants must be legally authorized to work in the United States on a full-time basis. We will not consider any applicants that require sponsorship for employment visa status either now or in the future.