Dri­ving Glob­al Adop­tion of Work­day Posi­tion Management

The Challenge

# From Legacy Staffing to Digital-First Position Management

A Fortune 100 technology company recognized that its legacy staffing model was no longer keeping pace with its growth, evolving workforce needs, and the demands of operating as a digital-first enterprise. As part of a broader future of work initiative, the company sought to transition from job management to position management within Workday.

This move promised to unify workforce planning, administration, and position tracking — improving accuracy in headcount reporting, aligning hiring with financial planning, and creating a consistent foundation for talent acquisition and management processes. But reaching this future state required:

• Redesigning critical HR, finance, and operational processes
• Integrating previously siloed systems across the enterprise
• Guiding thousands of employees to adopt new ways of working

One of the most critical groups impacted was the company’s more than 6,000 hiring managers, who regularly engaged in staffing activities but with widely varying frequencies and processes depending on their teams. Manager adoption and proficiency would make or break the initiative’s success.

The company needed not just a technology rollout, but a change management strategy that could align stakeholders, drive adoption, and ensure sustainability.

Our Approach

# Driving Adoption Through Targeted, Measurable Change

Propeller partnered with the client to design and execute a change program that combined enterprise-level change management with tailored manager training.

# Enterprise Transformation

Propeller quickly embedded with the client’s Workday program team to align change management activities with the broader implementation timeline. The Propeller team:

• Defined a change management strategy spanning sponsorship, stakeholder engagement, communications, training, and hypercare
• Conducted stakeholder and impact assessments at the outset and revisited them throughout each delivery phase
• Facilitated more than 35 integrated design sessions to capture impacts across functions
• Built and delivered enablement resources, including digital, on-demand content and live, remote training sessions, to prepare thousands of employees
• Partnered with multiple communications teams to coordinate messaging and ensure consistency across the enterprise

# Manager-Focused Enablement

Recognizing the unique role of managers, Propeller also designed a training program that fit their specific needs. After interviewing a representative sample of hiring managers, we:

• Produced short, on-demand training videos embedded directly in Workday
• Developed supplemental resources such as FAQs, process guides, and walk-through modules
• Created a SharePoint hub as the central source for all training materials and project updates
• Partnered with the client’s technology team to revamp an interactive browser tool that walked managers step-by-step through new processes

This digital-first training design allowed managers to access just-in-time learning when they needed it most. Importantly, Propeller also put in place custom dashboards to track adoption metrics such as video views, SharePoint visits, and browser tool usage. These insights informed reinforcement activities, allowing the company to target support where proficiency lagged.

# Services Provided

• Change Management Strategy & Execution
• Change Impact Assessment
• Communications Planning & Delivery
• Metrics & Reporting
• Stakeholder Engagement
• Training & Enablement Design & Delivery
• Technology Implementation Support

Value Delivered

# A Sustainable Workday Solution with Enterprise-Wide Impact

The transformation successfully delivered a centralized staffing solution within Workday that enabled greater structure, efficiency, and alignment between HR and finance. Employees across functions gained clearer processes and better reporting capabilities, while leadership had new visibility into workforce planning and financial forecasting.

Key outcomes included:

• More than 80 enablement resources tailored to different user groups
• Over 6,000 managers trained globally, generating more than 3,000 training video views
• 25+ business processes validated across 17 global locations during user acceptance testing
• A stronger foundation for digital-first ways of working across the organization

Beyond immediate adoption, the use of behavioral success metrics represented a significant cultural shift. The client was able to monitor usage trends in real time, identify where adoption was lowest, and deploy targeted reinforcement activities. This approach not only ensured long-term adoption of the staffing model but also became a template for other enterprise initiatives. Subsequent projects across the organization adopted Propeller’s evidence-based training and measurement model as a best practice.

Propeller consultants also served as consistent, trusted partners to senior leadership and project communications teams, co-creating strategies and serving as the connective tissue across a highly complex, multi-workstream effort.