Workday Expert in Switzerland

Klinikum Nürnberg

Healthcare · approx. 10,000 employees; around 100 employees in HR

Mandate focus:

HR processes, document control and interface quality

• Recorded and structured inconsistent HR processes and cleaned up contradictory documentation.
• Coordinated work instructions, process maps, forms and diagrams for TVöD, TV-Ärzte and other employee groups.
• Clarified responsibilities, document storage and interfaces; revised Draw.io diagrams and reported to HR management.

Areas of expertise: HR Process Management, HR Operations, HR Governance, HR Documentation

McDermott – Functional lead Absence & Recruiting

• Rollout of Absence module for Germany
• Rollout of Recruiting module for France
• Product: Workday
• Project phase: country rollout
• C-level and steering committee reporting

Independent Senior HR Professional supporting organisations across HR strategy, people operations, employee relationships, and organisational effectiveness. Most recently, I worked with an investment firm as a functional People Partner, supporting the business and leadership with practical, business-aligned solutions.

(Project Assignment via consulting company HighPerfPeople)

• Lead the Workday Optimization Board, defining and presenting the Workday enhancement roadmap; drive prioritization based on stakeholder input, system analysis, and identified capability gaps.
• Challenge business requirements and proposed solutions to ensure alignment with long-term architecture principles, platform strategy and operational sustainability.
• Own the complete lifecycle of Workday enhancements from business discovery and solution design through implementation governance, testing strategy, deployment and stabilization.
• Act as functional/technical lead for key product areas including Peakon, Workday Learning, and Talent/Performance processes (e.g., year-end cycle, goal setting).
• Define and implement Workday branding and communication standards (templates, notification design, messaging structure) to improve consistency and employee experience.
• Build and enhance manager- and HR-facing tools (reports, dashboards, guidance/Journeys, process support assets) to reduce manual effort and improve decision-making.
• Translate complex system behavior, security/privacy constraints, and process implications into clear options for business stakeholders and leadership.
• Drive cross-functional collaboration with HR process owners, IT/security, and vendors to resolve issues and enable scalable solutions.
• Strong focus on adoption: ensure changes are usable, understandable, and actionable for employees, managers, and HR teams.

• Project lead for a global organization improvement project impacting tax model, global organization, Order 2 Cash (O2C), Procure 2 Pay (P2) processes, supply chain, finance, tax, assets, HR and IT systems including ERP
• Implemented new way of working, including process changes, documentation of work instructions and updates to IT systems including ERP and HR systems
• Success: new operating model implemented and delivering expected benefits

• Scope: HR Technology (Workday, ServiceNow), People Services (Payroll, HR Admin, Data & Reporting), Real Estate and Workplace Services (new campus in Amsterdam), Global Mobility, Operational Excellence and Compliance
• Rebuilt the HR Technology and HR Services strategy and organization to ensure strategic alignment with HR business and rapidly changing company priorities in challenging socio-political environments
• Organized smooth and cost-effective operations by building strong collaborations with key vendors and introducing operational and service excellence