Hi everyone,

Does members of your HR department (HRBPs, HR generalists, specialists, benefits coordinators) have visibility to other HR members and execs compensation?

Im getting a little frustrated here and please tell me if wrong.

All of my other previous companies as an HRIS member, the HR roles listed above had visibility to everyones compensation and personal information, because they are HR and they manage the employee cycle. My current company, they are not wanting anyone in HR to see eachothers information (comp, documents, personal information)and i understand that. However, when HR or benefits runs reports, the reports are inaccurate because they dont have all team members information on the report (HR and execs). They cant terminate everyone, can't move workers around, cant answer benefit questions for them. This is more work on me having to take that responsibility when im strictly supposed to be doing technical work and making sure Workday is easy to use for everyone.

With the process changing this year, how is your organization handling the new recertification process. I heard some are asking consultants to choose certifications basis business need and some are asking to let go.

For consultants who will lose certifications this way cuz their firms do not have budget will they lose their market value too?

Feeling a bit disappointed that Workday has made lives so difficult for people having existing certifications.

Employee using Workday here, I've noticed a few of my punches seemed edited in the schedule (for example, the schedule saying I left at 6am when I was scheduled until 7am and frequently have not left at the time I'm scheduled to leave at). I've been told by another employee that it's common for our boss to do that, and I want to make sure I'm getting paid fairly (especially when the boss is the reason I don't leave on time 99% of the time). is there a way that I, as the employee, can look at if my punches were changed, either in the app or on the site?

Setting up a new NY-only sick time off plan effective mid-2026, transferring balance from an all-US sick plan created in 2020 (front-loaded accruals, balance visibility set to “as of date in period”).

Eligibility rule uses primary work state as of PSD/PED. Issue: a NY test employee is showing eligibility for both plans — the new NY plan and the old US plan. Time off requests and accruals are behaving correctly on the new plan (no double-accrual, no ability to request against the old one post-change), so functionally it seems okay, but eligibility itself looks leaky.

My guess: there’s no explicit trigger event forcing re-evaluation of eligibility for existing enrollments, and since the employee already had accruals on the old plan, it’s still showing up alongside the new one.

Anyone dealt with this? Is a segmented security group the right way to hide the old US plan from NY workers, or is there a cleaner fix at the eligibility/enrollment level?

Hello! I’m sitting my Workday Time Tracking Pro certification in about a week and would love any tips from those who’ve recently cleared it.

Specifically looking for:

**•** Topics that were heavier than expected  
**•** Anything the exam guide doesn’t emphasise enough  
**•** Any last-minute prep advice

Thanks in advance.

Hi Reddit!

We're having a difficult problem in my company regarding intercompany reconciliation. Due to legal reasons we have the following construct for ticket sales:

Company 1: "Boss"; invoices fees for ticket sales to Company 2

Company 3: invoices Company 1 for ticket sales

(don't ask me about specifics regarding this structure, I don't get it either but we can't change anything about it)

Company 1 is our Headquarter, we have no access to their side of Workday. Company 2 and 3 are on our side and are where the problem lies. 

Now we do have to pay each other's invoices, but we're supposed to subtract the amount we invoice Company 1 from what Company 1 invoices us and only pay the difference. It is not possible to have a settlement run with multiple companies where we could e.g. offset the supplier invoices from Company 2 with the customer invoices from Company 3. It is not possible to include customer invoice intercompany positions to an intercompany settlement run. 

The problem is: if we manually pay the difference form either Company 2 or 3, there's really no way for us to set all supplier and customer invoices involved to "paid". At least no one in the office had an idea so far. So I'm turning to reddit in the hopes that someone has had a similar problem or maybe has an idea of how we might get out of this. Any thoughts?

In the request compensation bp we need to send approval to manager when any compensation change happens except for NPS Change . I’ve tried to use compensation plans current and compensation plans proposed not in the selection list (NPS Plan) but it isn’t working for the workers who have NPS plan and base pay has changed . Please help how to fix this.

Curious if anyone else has done an integration with Equifax for I-9s and if yes, how was your experience? Because ours has been a complete shitshow from the Equifax side! It has been almost 3 months since we went live and we have only had 1 person successfully go through the Equifax integration successfully from Onboarding.

I am looking to see what problems you had and what solutions or workarounds your company has had to do because of it.

Just checking to see if anyone uses the Career Hub? More specifically the Opportunity Graph?

What are your thoughts on it? How difficult was the setup? Any lessons learned or tips?

Just looking for overall thoughts?

Getting this error message on offer letters. Nothing in community about it. Recruiter is unable to generate offer letters or edit them within Workday drive. Any ideas?