Source: https://joinfinn.com/integrations/workday

# Workday

## Workday + Finn.

Workday integration with Finn. Workday manages employee information, finance, planning, and related business processes.

Business function: HR and people.

## What you can do with Workday.

Workday manages employee information, finance, planning, and related business processes.

### Get a new hire ready for their first day

Finn runs the onboarding coordination between HR, the manager and the employee.

**Typically handled by:** Employee onboarding coordinator

**Starts when:** A candidate accepts the employer's offer and a start date is confirmed.

#### What Finn handles

1. Read the accepted position, start date and employee details and complete the Workday onboarding information.
2. Collect the required documents and coordinate signatures through Docusign.
3. Arrange equipment in ServiceNow, approved account setup in Okta and the manager's welcome meetings in Outlook.
4. Track the onboarding tasks and send the employee final arrival instructions after confirming the actual setup.

**The result:** The new hire has completed people records and recorded first-day arrangements.

### Update employee information across HR records

Finn resolves the routine data request through the employee's actual records.

**Typically handled by:** HR operations administrator

**Starts when:** An employee requests a correction to personal or contact information.

#### What Finn handles

1. Read the Workday employee record and collect the precise replacement details and required evidence.
2. Bring fields requiring an HR decision through the relevant review and record the accepted change.
3. Carry the relevant information to the payroll or connected directory process that consumes it.
4. Confirm the corrected details with the employee and close the request with its completed record.

**The result:** The employee information and affected connected records agree.

### Handle time-off requests and schedule changes

Finn coordinates the request, employer decision and practical leave arrangements.

**Typically handled by:** HR absence coordinator

**Starts when:** An employee requests time away or changes an existing request.

#### What Finn handles

1. Read the Workday absence request and the employee's relevant leave information.
2. Collect missing dates or administrative details and bring eligibility or exception decisions to HR and the manager.
3. Record the decision and coordinate the calendar and coverage arrangements through Outlook.
4. Confirm the final dates and record the agreed return or subsequent change.

**The result:** The leave record and practical arrangements reflect the employer's actual decision.

### Resolve a timecard problem before payroll

Finn completes the information gathering and correction behind a time-record exception.

**Typically handled by:** Time administration coordinator

**Starts when:** An employee or supervisor reports incorrect or missing work time.

#### What Finn handles

1. Read the Workday time record and the explanation of the affected period.
2. Collect the supervisor's confirmation of hours actually worked and any required overtime decision.
3. Record the authorized correction and follow the timecard through the established approval process.
4. Confirm the payroll handoff and notify the employee that the record issue is resolved.

**The result:** The timecard reflects confirmed work and has a recorded payroll input.

### Manage payroll inputs and resolve exceptions

Finn handles the collection and reconciliation work around a payroll cycle.

**Typically handled by:** Payroll operations coordinator

**Starts when:** The payroll input deadline approaches.

#### What Finn handles

1. Gather Workday employee changes, accepted time, approved pay adjustments and actual processing exceptions.
2. Resolve missing administrative information with HR, employees and managers.
3. Bring pay-treatment and payment-release decisions to the payroll owner and apply the corrections that owner selects.
4. Read the processing results and record completed items and specifically assigned remaining payment questions.

**The result:** Payroll has complete inputs and a documented result for its outstanding exceptions.

### Manage benefits changes after a life event

Finn completes the administrative journey behind an employee's benefits change.

**Typically handled by:** Benefits operations coordinator

**Starts when:** An employee reports a life event or submits benefits elections.

#### What Finn handles

1. Read the Workday event and collect the employer's required dates, documents and selected elections.
2. Bring eligibility questions to the benefits owner while helping the employee finish missing administrative details.
3. Record the accepted elections and coordinate the benefits-provider handoff.
4. Confirm the returned enrollment result and close the request with any actual provider follow-up recorded.

**The result:** The employee's benefits request has a documented enrollment outcome.

### Complete an employee transfer or promotion

Finn completes the paperwork and system work following a personnel decision.

**Typically handled by:** People operations specialist

**Starts when:** HR approves an employee's new role, manager or location.

#### What Finn handles

1. Read the approved position, effective date, reporting relationship and compensation decision.
2. Record the job change in Workday and prepare the employer's change document for signature where required.
3. Coordinate the payroll input, approved Okta access changes and work handover in Asana.
4. File the final document and confirm completion of the related administrative tasks.

**The result:** The personnel decision is reflected consistently in Workday and the connected handoffs.

### Run compensation reviews through payroll updates

Finn coordinates the evidence and execution around the employer's compensation decisions.

**Typically handled by:** Compensation program coordinator

**Starts when:** HR opens a compensation review cycle.

#### What Finn handles

1. Gather the authorized employee population, budget instructions, current pay and relevant review evidence.
2. Collect managers' proposals and resolve missing administrative details for the compensation reviewers.
3. Record leadership's final pay decisions and prepare the corresponding employee statements.
4. Carry the effective-dated changes through Workday's compensation and payroll process and reconcile the handoff.

**The result:** The pay decisions, employee statements and payroll inputs agree.

### Manage the employee review cycle

Finn runs the scheduling and follow-through behind the employee review program.

**Typically handled by:** Performance program coordinator

**Starts when:** HR launches a Workday review cycle.

#### What Finn handles

1. Read the review population, manager assignments, forms and timetable chosen by HR.
2. Send participant instructions and resolve administrative assignment or missing-submission issues.
3. Collect the submitted feedback and record the assessments made by managers and HR.
4. Coordinate the feedback meetings and development actions and close the completed program tasks.

**The result:** The cycle has completed review records and documented development follow-through.

### Coordinate employee training and track completion

Finn coordinates enrollment, attendance and completion for employee learning.

**Typically handled by:** Learning operations coordinator

**Starts when:** A role requirement or manager-selected development plan calls for training.

#### What Finn handles

1. Read the employee's role and the learning activities selected by the learning owner.
2. Arrange Workday learning assignments and schedule instructor-led sessions through the connected calendar.
3. Collect completion and evaluator results and resolve routine enrollment or record problems.
4. Update the employee's learning record and coordinate remaining activities selected by the learning owner.

**The result:** The learning program has recorded completion and clear ownership of unfinished work.

### Schedule interviews and collect hiring feedback

Finn completes the administrative work around candidate interviews.

**Typically handled by:** Talent acquisition coordinator

**Starts when:** A recruiter selects a candidate for an interview stage.

#### What Finn handles

1. Read the Workday Recruiting application and the hiring team's interview requirements.
2. Collect availability, book the interviews in Outlook and distribute preparation instructions.
3. Follow up on missing interviewer feedback and assemble the submitted evidence for the hiring team.
4. Record the team's actual decision and perform its selected application and candidate-communication steps.

**The result:** The interview process has complete feedback and a recorded employer decision.

### Complete employee offboarding

Finn completes the administrative work around an HR-confirmed exit.

**Typically handled by:** People operations offboarding coordinator

**Starts when:** HR confirms an employee's final working date and exit instructions.

#### What Finn handles

1. Record the departure information and start the relevant Workday offboarding tasks.
2. Collect the employee's handover, outstanding documents and final payroll information.
3. Schedule HR-directed account changes in Okta and equipment return in ServiceNow and collect their completion results.
4. File the exit documentation and report completed outcomes and specifically owned remaining obligations.

**The result:** The departure has a complete administrative record and accounted-for final work.

### Deliver an employee's requested HR document

Finn completes the routine document-service job for an employee.

**Typically handled by:** HR service desk coordinator

**Starts when:** An employee requests an employment letter or an existing people document.

#### What Finn handles

1. Read the request and locate the relevant Workday employee information or file.
2. Populate the employer's standard document and obtain the required HR decision or signature through Docusign.
3. Deliver the final document through the employee's permitted channel and file its completed version.
4. Confirm receipt and close the service request with the document provided.

**The result:** The employee receives the correct document and the request is closed.

### Prepare workforce reports and carry out staffing decisions

Finn completes the reporting and coordination behind a headcount review.

**Typically handled by:** People operations and workforce planning coordinator

**Starts when:** Leadership requests a workforce or headcount review.

#### What Finn handles

1. Gather the relevant Workday positions, employee changes and open recruiting work, plus budget inputs from the finance owner.
2. Prepare the requested workforce report and collect managers' explanations for the specific staffing requests.
3. Record leadership's actual headcount, budget and organizational decisions.
4. Update the selected position or recruiting records and coordinate the resulting administrative work with HR and hiring managers.

**The result:** The workforce review produces documented decisions and current staffing records.

## Connection setup

Contact Finn to discuss the records your workflow needs and the actions you want it to perform.

Your team chooses what Finn can access, what agents can change, and when a person must approve the work. The connection needs the appropriate account access and permissions from Workday.

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