I help enterprises make technology decisions that stay sound when the organization changes.
Twenty-five years across enterprise software and more than thirteen in Workday: transformation is not configuration. It is architecture, governance and judgment about what comes next.
Enterprise architecture
Processes and integration topology that survive reorganization.
Security & governance
Least-privilege roles, SOX-aligned policy, audit evidence leadership can read.
Transformation roadmaps
Legacy retirement and module rollout sequenced into controlled stages.
AI readiness
Where automation belongs — and where human judgment must stay.
25+
Years in enterprise software
13+
Years in Workday
150+
Integrations delivered
130k
Largest workforce secured
F500
Automotive · food · health · utilities
How I advise: understand the real operating problem → map risk and dependencies → define the target architecture → deliver in controlled stages → prepare for what comes next.
Advisory casebook and platform capabilities
Workday Security, Configuration & HRIS Reporting Lead
Rebuilding a shared tenant so two brands could operate independently — and pass audit
8,000+ workersSOX-regulated4 release cycles
Challenge
Overlapping security groups and unowned process branches made every audit request a manual investigation, and job content differed site to site.
Decision
Consolidate to least-privilege role design rather than patch exceptions, and treat each bi-annual release as a governed event assessed before deployment.
Delivered
Role, intersection and segment-based security with SOX-aligned domain policies; Hire, Change Job, Termination, Onboarding and Position Management rebuilt; SAML 2.0 SSO and MFA.
Outcome
Zero critical defects across four annual cycles, 100% UAT compliance, onboarding effort down 20%, offer letters from three days to same day.
The clean taxonomy this produced is what made Workday AI job-description generation safe to switch on across 8,000+ positions — 60% less authoring effort.
Senior Workday Functional & Integrations Lead Developer
A security model for a 130,000-person global workforce, under time pressure
130,000+ workersMulti-countryFixed timeline
Challenge
Plant, hourly, corporate and international populations have conflicting access needs; one flat model would have over-exposed worker data.
Decision
Combine role, job, user-based and intersection security, and anchor eligibility to organizational data already maintained for payroll rather than manual group upkeep.
Delivered
Full security framework across the workforce; Hire, Change Job and Termination with condition-based routing; multi-country time-off plans with regional accrual and carryover.
Outcome
Hiring and job-change approval cycles compressed from eight days to six, with compliance steps intact.
Security tied to organizational data keeps holding as the workforce grows and reorganizes — no manual list to maintain.
Sr. Workday HRIS Lead Integration Engineer
Consolidating 75+ integrations onto one platform without stopping the business
75+ integrationsZero downtime
Challenge
Point-to-point interfaces had left a fragile estate, and no one could say confidently what a Workday release would break.
Decision
Migrate to a unified pattern — EIB, Studio or Core Connect chosen per interface by volume and error tolerance — cutting over in waves with parallel running.
Delivered
75+ integrations migrated via EIB, Studio, Core Connect and REST/SOAP; requisition approval and application routing; Document Designer offer letters; job-board sync.
Outcome
Zero downtime through migration and integration maintenance overhead reduced by 40%.
Stable, documented REST/SOAP surfaces are exactly what later automation and assistant work needed to stand on.
PeopleSoft / Workday Consultant
Carrying a regulated utility from legacy PeopleSoft into a governed Workday estate
Workday v27–v29Core HR · Payroll · Benefits · Time
Challenge
Legacy and Workday had to coexist through a multi-year transition without interrupting payroll or attendance.
Decision
Build the connective layer first, and regression-test every Workday release against the legacy interfaces rather than against Workday alone.
Delivered
Core Connector, EIB and Studio integrations across Core HR, Payroll, Benefits and Time & Attendance; Payroll-to-GL EIB; SOAP services.
Outcome
Continuous payroll and attendance operation through a multi-year platform transition.
Legacy grounding plus Workday depth is what makes end-to-end conversion leadership possible.
HCM Config
Business Process Framework, Condition Rules, Calculated Fields, Staffing Models, Domain Security Policies, EIB/Migration, Compensation Grades & Profiles, Offer Letter Templates
Core HCM, Compensation, Benefits, Recruiting, Talent, Performance, Absence, Time Tracking, Learning, Payroll, Journey, Case Mgmt, Workday Extend
Data Conversion
PeopleSoft-to-Workday Migration, iLoad, SQL Conversion Scripts, Data Mapping & Validation
Testing
SIT, UAT, Regression, Release Validation, Test Strategy, Defect Triage, JIRA, Agile/Scrum
Legacy
PeopleSoft — PeopleCode, PeopleTools, App Engine, Integration Broker, SQR; COBOL, DB2, Oracle, SQL, Power BI
Earlier foundation
Workday & PeopleSoft · 2004 – 2020
Kraft Heinz 2018 – 2019
Parental leave across the US and six-plus European countries; promotion and anniversary processes with automated letters.
PWC 2018
Security and integration test lead for Payroll, Benefits and Compensation; Tier 3 HRIS support and encrypted vendor delivery.
Aetna 2013 – 2014
Led a team of 10 documenting 450 PeopleSoft HCM interfaces for migration to UltiPro SaaS.
Boeing 2012 – 2013
Payroll test lead over an eight-person onshore/offshore team implementing test automation tooling.
JCI / Chrysler · Ascension 2004 – 2012
PeopleSoft interface architecture and HCM/Payroll implementation across a 36-hospital system.
From Workday foundation to AI readiness.
Governed data, correct security boundaries, stable APIs, auditable processes, human oversight and a number that moved — the six conditions a well-architected tenant already gives you.