Most of my experience in HR has been in the HRIS function and focusing in enhancing and managing Talent Management systems. My main expertise is in SuccessFactors HCM. Most companies use Workday for this HRIS practices. How can I obtain experience using the system, when most companies require prior experience using this HRIS system?
Yes — here is a concise forum-ready reply with the link included:
One practical way to start is through Workday’s public learning options: https://www.workday.com/en-us/services/learn-with-workday.html
Workday does offer foundational training you can begin on your own, and that can help you build basic platform knowledge and earn a badge. The more formal Workday certification path is typically tied to working for a Workday customer or partner organization, so many people end up getting certified after they are already in the Workday ecosystem.
With your SuccessFactors background, I would also lean into the transferable side of your experience. A lot of the underlying HRIS work still carries over, even if the platform is different. Things like system configuration, testing, reporting, user support, process improvement, releases, data integrity, and stakeholder management are all highly relevant. It may help to target roles where you would not be expected to be the primary Workday expert on day one, such as HRIS Analyst, HR Technology Analyst, Talent Systems Analyst, or broader HR Operations roles. Contract roles, implementation support roles, and Workday partner firms can also be good entry points.
Have you mainly been applying to end-user companies, or have you also looked at consulting firms and Workday partners?
