Workday Project Manager HCM, Payroll, Time & Absence Implementation

Title

Workday Project Manager HCM, Payroll, Time & Absence Implementation

Harris Companies

Job Category: Information Technology

Requisition Number: WORKD
002688

Employment Type: Full Time

Location: St Paul, MN 55102, USA

Harris is seeking an experienced Workday Project Manager to lead the end-to-end implementation of Workday Payroll, Time and Absence, and HCM modules. This role will be responsible for managing and delivering the successful execution of the Workday implementation across multiple business functions. The ideal candidate has a strong background in Workday, proven project management experience, and exceptional stakeholder management skills.

This is a temporary position
, anticipated to extend 6‑12 months.

• Lead and manage the full lifecycle Workday implementation project across Payroll, Time and Absence, HCM, and additional modules.
• Execute project plans, timelines, and deliverables in coordination with internal teams and Workday implementation partners.
• Drive project governance by facilitating regular status meetings, risk reviews, and steering committee updates.
• Serve as the primary liaison between HR, Payroll, PMO, Finance, and external Workday consultants to ensure alignment and clear communication.
• Track and manage risks, issues, and changes, ensuring prompt resolution or escalation.
• Monitor resource allocation, budget adherence, and project milestones to ensure delivery on‑time and within scope.
• Coordinate testing efforts (End-to-End, Parallel Testing, and Gold Testing) and ensure proper documentation and sign‑offs.
• Ensure data integrity and oversee data conversion, mapping, and validation activities.
• Provide post‑implementation support and transition to operational teams.

• 5+ years of project management experience, preferably in enterprise software implementations.
• 3+ years of Workday implementation experience, including direct involvement with HCM, Payroll, and Time and Absence modules.
• Proven track record of delivering Workday projects on time and within budget.
• Strong understanding of HR, Payroll, and Time & Attendance processes and best practices.
• PMP, Agile, or similar certification preferred.
• Experience working with Workday deployment partners and managing vendor relationships.
• Excellent written and verbal communication skills; comfortable presenting to executive stakeholders.
• Proficient in project management tools (e.g., Smartsheet).
• Strong problem‑solving skills and ability to navigate complex organizational environments.
• Experience with Workday Adaptive Planning, Benefits, or Recruiting is a plus.
• Knowledge of compliance and regulatory requirements for payroll and time tracking preferred.
• Prior experience in complex Workday implementations preferred.
• Prior experience in construction preferred.

As one of the country's leading mechanical contractors, Harris offers you the best of both worlds: the stability, resources and opportunities of a national company, and the team culture, creative spirit and customer loyalty of a local business. If you thrive on variety and new challenges, we want to meet you!

From stadiums to manufacturing facilities, power plants to hospitals, concert halls to classrooms, we handle projects of all sizes and complexity from multiple regional locations across the country.

Pay Range: $86,681 - $130,022 per year.

The actual salary offer will vary by candidate based on a wide range of factors such as specific skills, qualifications, experience, and location.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities. This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information (41 CFR 60‑1.35(c)).