A focused solution
Make Workday Learning actually work
If this sounds familiar, it is not the software
- Requests reach the LMS team through email, chat, hallway conversations, and three different forms, and nobody can say what is in the queue
- Courses get published, but completion reports do not match what leadership asked for, so every quarter ends in spreadsheet archaeology
- Admins configure things differently because there is no shared definition of how the platform should be used
- Adoption is low, and the answer so far has been more training on the tool instead of a better process around it
How I approach it
The fix is upstream of the software
Most Workday Learning problems are governance and process problems wearing a software costume. I fix the operating model around the platform first: one intake path, clear decision rights, quality gates, a reporting rhythm leadership actually uses. Then I make the platform sing, because configuration finally has a design to serve. The work draws on years running enterprise learning operations, including Workday Learning itself.
- Turned a stalled, ad hoc enterprise learning function into a governed operating model with a clear intake-to-launch process and quality gates
- Learning operations and intake design, L&D strategy, and platform enablement including Workday Learning are core capabilities of the practice
- Measurement, reporting, certification and badging systems designed so the data answers leadership's real questions
- Change management is built in, so the new operating model holds after launch instead of fading
Questions
What people ask first
Do you do Workday Learning configuration itself?
I lead the operating model, governance, and learning operations design, and I work hands-on in Workday Learning for intake, reporting, and administration design. For deep technical configuration, I work alongside your Workday admin or implementation partner, and the operating model I build makes their work land.
We already had an implementation partner. Why is it still not working?
Implementations configure software; they rarely redesign how your organization decides, prioritizes, and governs learning. That gap is where most post-implementation pain lives, and it is exactly what this practice fixes.
How do engagements usually start?
With the Systems and Automation Audit: two weeks, a map of how learning work actually flows, your three highest-value fixes, and a prioritized plan you keep either way. If we continue into a retainer, the audit fee credits toward your first month.
Can you work with a global or fully remote team?
Yes. The practice is remote-first by design and has run learning operations across states and time zones. Sessions are available in English and Spanish.
How this starts
Start with the audit
Two weeks. Your three highest-value fixes. A plan you keep either way. Investment is shaped to your context and shared in conversation. The audit is a fixed fee that credits toward your first retainer month.