[Skip to main content](#main-content) [OpenNash Jobs](https://jobs.opennash.com/) [Hiring report](/reports/hiring/) · [All Tata Consultancy Services jobs](https://jobs.opennash.com/companies/tata-consultancy-services/) · [Search jobs](/search/) Tata Consultancy Services · Irvine, CA # Workday Onboarding Experience and Journey Lead Irvine, CA Manager or lead $120,000-$150,000 Last seen on Tata Consultancy Services’s official careers site on August 1, 2026; it may have closed since. [Apply on Tata Consultancy Services’s careers site →](https://ibegin.tcsapps.com/candidate/jobs/416737J) [OpenNash Jobs](https://jobs.opennash.com/) / [Tata Consultancy Services](https://jobs.opennash.com/companies/tata-consultancy-services/) / Workday Onboarding Experience and Journey Lead ## Job description Workday – Onboarding Experience and Journey Lead Must Have Technical/Functional Skills - 8–12+ years of experience in: - HR Technology - Workday (Core HR / Onboarding) - Experience design / journey transformation - Strong, hands-on understanding of: - Workday business processes and onboarding capabilities - Experience in: - Journey mapping and service design - Cross-functional program delivery ### Ability to balance - Experience design vision - Platform constraints and technical feasibility - Strong facilitation and stakeholder engagement skills ### Role Summary We are seeking a Workday Onboarding Experience & Journey Lead to reimagine and elevate the end-to-end onboarding experience across our HR technology ecosystem. This role is focused on transforming onboarding from a set of disconnected processes into a seamless, intuitive, and high-impact employee journey. The individual will combine deep Workday knowledge, experience design thinking, and cross-functional collaboration to identify friction points, redesign workflows, and deliver a significantly improved onboarding experience. This is not a traditional UX design role. It is a journey-led, product-oriented role focused on experience transformation within the realities of Workday and integrated systems. ### Key Responsibilities Onboarding Journey Ownership ### Lead the redesign of the end-to-end onboarding journey - Offer acceptance → Pre-boarding → Day 1 → First 90 days ### Map current-state vs future-state experiences across - Employee - Hiring manager - HR / operations - Identify key moments that matter and define target experience outcomes - ________________________________________ Experience Design within Workday - Translate experience vision into Workday-enabled solutions ### Work deeply within - Workday onboarding frameworks - Business process configurations - Notifications, tasks, and workflows - Ensure experience design is practical, scalable, and aligned with platform capabilities - ________________________________________ Friction Identification & Simplification - Diagnose pain points such as: - Too many steps / handoffs - Lack of clarity for new hires - Redundant or manual processes - Poor manager enablement - Simplify workflows and eliminate unnecessary complexity - Drive automation-first and self-service-first thinking - ________________________________________ Cross-Functional Experience Design ### Collaborate across - Recruiting (handoff from TA to onboarding) - Core HR - IT provisioning - Learning / compliance - Payroll / benefits (where applicable) - Ensure onboarding is not siloed but connected across systems and teams - ________________________________________ Digital Experience & Integration Thinking ### Design how onboarding experience surfaces across - Workday (core system) - HR Assist / chatbot layer (if applicable) - Email / notifications / manager tools - Ensure a consistent and cohesive experience layer, even across multiple systems - ________________________________________ Prototyping & Iteration ### Create - Journey maps - Experience blueprints - Low-fidelity prototypes (flows, interactions) - Run working sessions with stakeholders to iterate on solutions quickly - Validate designs with real user feedback where possible - ________________________________________ Measurement & Continuous Improvement - Define success metrics such as: - New hire experience score - Time-to-productivity - Task completion rates - Manager satisfaction - Establish a continuous improvement loop for onboarding Salary Range- $120,000-$150,000 a year #LI-SP3 #LI-VX1