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Job Description
We are seeking an end-to-end Workday test lead to work on a team at our client site in Newport Beach, CA. This role is W2 hourly with Roth Staffing (Ledgent Tech is a division of Roth), and no 3rd party candidates can be considered.
Work Mode:
Onsite Pay Rate:
$65.00 - $89.99 Must have: Deep knowledge of: Workday testing approaches (including UAT, parallel payroll testing, and tenant strategy). HR data structures and lifecycle processes Excellent communication skills with ability to provide executive-level assurance and risk transparency Experience managing multi-vendor/system integrator environments Role Purpose The End-to-End Test & Assurance Lead (Workday HCM) is accountable for defining, governing, and assuring the end-to-end test strategy for a Workday Human Capital Management (HCM) implementation and transformation program. The role ensures that business, technology, security, and data testing activities across Workday HCM (Core HCM, Payroll, Benefits, Talent, Time & Absence, and integrations) are integrated into a single, traceable testing framework -from requirements through execution, defect closure, and production readiness. Through strong governance, quality gates, and measurable outcomes, the Lead provides confidence to program leadership that the Workday solution meets business outcomes, employee experience expectations, compliance requirements, and operational readiness standards . Scope Workday HCM modules (Core HCM, Recruiting, Talent, Compensation, Benefits, Payroll, Time Tracking, Absence) Workday integrations (inbound/outbound, third-party payroll, benefits vendors, identity/security integrations) Data migration and validation (employee data, organizational structures, historical data) Security model (roles, domains, business process security policies) Reporting and analytics (Workday reporting, Prism, downstream systems) End-to-end business processes (hire-to-retire lifecycle) Cutover planning, mock cycles, and hypercare readiness Core Responsibilities Test Leadership & Integrated Approach Define and execute a comprehensive Workday HCM Test Strategy covering: Functional, integration, regression, security, data migration, reporting, and UAT Establish and govern test approaches aligned to Workday release cycles and deployment methodology Ensure all business, IT, and data teams deliver clearly defined and aligned test plans Validate that testing reflects real-world HR scenarios (e.g., hiring, compensation cycles, payroll runs, terminations, organizational changes) End-to-End Validation Ensure full lifecycle testing across hire-to-retire processes Validate integrations across payroll providers, benefits vendors, identity/access systems, and finance interfaces Ensure testing covers key control points including compliance, audit, and data privacy requirements Confirm readiness for high-volume events (e.g., annual enrollment, payroll cycles) Quality Governance & Assurance Define and manage quality gates and entry/exit criteria across: System Integration Testing (SIT), UAT, parallel payroll testing, cutover rehearsals, and go-live readiness Provide risk-based assessments of testing progress, readiness, and gaps Maintain an integrated solution inventory mapping Workday modules, integrations, and reports to business capabilities Serve as the primary escalation point for test-related risks and issues Test Governance & Execution Oversight Lead cross-functional coordination across HR, IT, vendors, and system integrators Drive consistent use of test management tools, standards, and reporting Provide consolidated metrics: Test coverage, execution progress, pass rates, defect trends, severity, and aging Deliver executive-level updates translating testing outcomes into business risk and readiness insights Defect & Risk Management Oversee end-to-end defect management lifecycle : Triage, prioritization, root cause analysis, retesting, and closure Ensure mitigation and governance of open defects and workarounds Maintain audit-ready documentation and traceability from requirements through resolution Operational Readiness Alignment Ensure testing aligns with broader readiness across: Training, process design, operating model, security, reporting, and controls Monitor dependencies and readiness risks and escalate as needed Support cutover activities and transition into hypercare support Key Deliverables End-to-end Workday HCM Test Strategy and Approach Integrated test plan covering all modules, integrations, and test cycles Test governance model , cadence, and executive reporting Requirements-to-test traceability matrix and coverage reporting Standardized defect management framework and dashboards Defined quality gates and readiness criteria for each phase Audit-ready test evidence and compliance documentation Inventory of Workday modules, integrations, reports, and business processes Essential Experience & Skills Senior test leadership experience in Workday HCM implementations or transformations Strong understanding of Workday functional domains : Core HCM, Payroll, Benefits, Talent, Time & Absence Proven experience leading end-to-end testing across HR systems and integrations Deep knowledge of: Workday testing approaches (including UAT, parallel payroll testing, and tenant strategy) HR data structures and lifecycle processes Experience managing multi-vendor/system integrator environments Strong governance and stakeholder management skills with the ability to engage HR leadership, CIO/CTO organizations, and program sponsors Familiarity with regulatory and compliance considerations (e.g., payroll regulations, data privacy) Excellent communication skills with ability to provide executive-level assurance and risk transparency All qualified applicants will receive consideration for employment without regard to race, color, national origin, age, ancestry, religion, sex, sexual orientation, gender identity, gender expression, marital status, disability, medical condition, genetic information, pregnancy, or military or veteran status. We consider all qualified applicants, including those with criminal histories, in a manner consistent with state and local laws, including the California Fair Chance Act, City of Los Angeles' Fair Chance Initiative for Hiring Ordinance, and Los Angeles County Fair Chance Ordinance.
