Monroe Consulting Group, an Executive Recruitment firm, is partnering with an organisation in the Industrial sector to hire a Workday Product Owner (Talent, Performance, Learning & Recruiting). This opportunity supports a global organisation within the speciality chemicals and food ingredients industry and is positioned as a global role with cross‑regional coverage.
Position Overview
This role leads the global ownership, optimisation, and continuous improvement of the Workday Talent Suite across hiring, development, performance, learning, and succession.
It directly impacts the effectiveness of the organisation's talent strategy by enabling scalable, consistent, and high‑quality HR processes and user experiences worldwide.
Key Responsibilities
- Own the global roadmap for Talent, Performance, Learning and Recruiting, ensuring alignment with HR priorities
- Maintain expert‑level knowledge of Workday configuration, functionality, and release updates across all four modules
- Drive global standardisation, consistency, and process excellence
- Evaluate new R1/R2 features and recommend adoption based on business needs
- Serve as SME for global stakeholders across Talent, Learning & Development, Performance, and Recruiting
- Lead end‑to‑end enhancements, redesigns, and new implementations across the Talent Suite
- Conduct requirements gathering, solution design, configuration, testing, and deployment
- Oversee regression testing and impact assessment for Workday releases
- Partner with Talent and Learning & Development teams on talent reviews, development, and learning strategy
- Partner with Talent Acquisition teams on recruiting workflows, candidate experience, and requisition processes
- Partner with HR Business Partners on adoption and business readiness
- Collaborate with Communications and IT to ensure smooth rollouts and high user engagement
- Act as Tier 3 escalation point for Talent, Performance, Learning and Recruiting issues
- Own and manage the daily Workday ticket queue, ensuring timely and accurate resolution
- Troubleshoot complex configuration, workflow, security, and data issues across all modules
- Conduct root‑cause analysis and implement sustainable fixes
- Ensure high data quality across talent profiles, learning content, campaigns, performance cycles, requisitions, candidates, and job applications
- Provide global functional support to HR, managers, interviewers, and end‑users
- Identify opportunities to simplify, automate, and optimise Talent Suite processes
- Enhance processes related to performance cycles, talent reviews and succession, development planning and skills, learning campaigns and mandatory training, and recruiting workflows
- Strengthen HR data insights and talent analytics through improved configuration, data structures, and reporting foundations
- Ensure processes are scalable, compliant, and aligned globally and locally
Key Requirements
Qualifications & Experience
- Bachelor's degree in HR, Business, Information Systems, Psychology, or a related field
- Minimum 4 years of hands‑on Workday configuration experience across at least two of the following modules: Talent, Performance, Learning, Recruiting, with strong willingness to grow into all
- Solid understanding of the full talent lifecycle, including recruiting, onboarding, development, learning, performance, and capability frameworks
- Proven experience resolving complex Workday issues and managing ticket queues
- Experience working with global HR stakeholders in a matrixed environment
Technical / Functional Expertise
- Strong expertise in Workday configuration, business processes, security, and data structures across the Talent Suite
- Ability to manage Workday releases, regression testing, and impact assessments
- Proven capability in requirements gathering, solution design, configuration, testing, and deployment
- Strong analytical skills related to Workday data, reporting foundations, and process optimisation
Soft Skills & Leadership Competencies
- Clear and structured communication skills with the ability to translate technical concepts to non‑technical stakeholders
- Strong problem‑solving mindset with a focus on root‑cause resolution and sustainable improvement
- Ability to influence and collaborate cross‑functionally without direct line management responsibility
- Highly organised, proactive, and capable of balancing strategic roadmap ownership with operational support demands
