Vice President, Workday Change & Adoption Manager

 The Workday Change and Adoption Manager is responsible for leading, implementing and embedding Workday HR change across the US business area, ensuring new capability is delivered safely, adopted effectively and translated into sustained business value.

The role combines hands-on change delivery, HR change leadership, stakeholder engagement and practical Workday configuration knowledge. It requires someone who can translate business needs into clear platform requirements, mobilise cross-functional teams, lead implementation activity and embed new ways of working across managers, employees and HR teams.

• Lead and implement Workday change and adoption: own the delivery and adoption roadmap, communications, training, readiness and reinforcement activity for Workday HR capabilities across employees, managers and HR users.

• Act as the US HR business capability lead: partner with HR leadership, Centre’s of Excellence, Operations, Compliance, Product, Technology and vendors to ensure Workday capability is aligned to business needs and embedded into day-to-day HR processes.

• Direct safe delivery of change: actively lead implementation activity across HR, Product, Technology, Service Delivery, Payroll, Benefits, Communications, Compliance and vendor teams. Managing delivery plans, dependencies, risks, testing readiness, implementation events, cutover communications and hypercare.

• Assess impact and business readiness: identify affected user groups, process and role impacts, training needs, adoption risks and readiness actions for Workday releases, enhancements and process changes.

• Shape business requirements and Workday outcomes: translating business needs into clear requirements, acceptance criteria and design choices, ensuring solutions are usable, controlled and aligned to HR policy and colleague experience.

• Strong understanding of HR processes and the ability to connect system capability to practical HR outcomes across the employee and manager lifecycle.

• Proven management experience, including stakeholder mapping, change impact assessment, communications planning, training enablement, readiness tracking and adoption measurement.

• Excellent communication skills, with the ability to explain technical detail simply, tailor messages for different audiences and produce clear written materials for senior stakeholders and end users.

• Strong stakeholder management skills, including the ability to influence without direct authority, build trusted relationships, manage competing priorities and constructively challenge decisions where risk or colleague experience may be impacted.

• Experience leading and implementing change across HR, technology, operations, compliance and vendor teams, ensuring delivery is safe, coordinated and sustainable.

• Comfortable using data and feedback to diagnose adoption issues, prioritize improvement activity and evidence recommendations.

• Ability to operate in a regulated environment, applying good judgment, risk awareness and appropriate documentation discipline.

• Recent hands-on experience working with Workday HCM, ideally in a business analyst, HR product, HR systems, Workday configuration, adoption or functional support role.

• Experience supporting Workday capability in a US banking, financial services or similarly regulated environment.

• Familiarity with US HR operational / regulatory considerations, including payroll, benefits, leave, data privacy, audit controls and policy governance.

• Experience building change champion networks, manager enablement materials or digital adoption content.

• Strong understanding of HR processes and the ability to connect system capability to practical HR outcomes across the employee and manager lifecycle.

• Proven management experience, including stakeholder mapping, change impact assessment, communications planning, training enablement, readiness tracking and adoption measurement.

• Excellent communication skills, with the ability to explain technical detail simply, tailor messages for different audiences and produce clear written materials for senior stakeholders and end users.

• Strong stakeholder management skills, including the ability to influence without direct authority, build trusted relationships, manage competing priorities and constructively challenge decisions where risk or colleague experience may be impacted.

• Experience leading and implementing change across HR, technology, operations, compliance and vendor teams, ensuring delivery is safe, coordinated and sustainable.

• Comfortable using data and feedback to diagnose adoption issues, prioritize improvement activity and evidence recommendations.

• Ability to operate in a regulated environment, applying good judgment, risk awareness and appropriate documentation discipline.

• Recent hands-on experience working with Workday HCM, ideally in a business analyst, HR product, HR systems, Workday configuration, adoption or functional support role.

Experience supporting Workday capability in a US banking, financial services or similarly regulated environment.

• Familiarity with US HR operational / regulatory considerations, including payroll, benefits, leave, data privacy, audit controls and policy governance.

• Experience building change champion networks, manager enablement materials or digital adoption content.

• Workday changes are adopted effectively by US employees, managers and HR users, with clear evidence of readiness and sustained usage.

• Adoption barriers, colleague pain points and operational risks are surfaced early and resolved through structured action plans.

• Stakeholders have confidence that Workday change is being actively led, implemented and embedded with clear ownership of delivery, release impacts and business readiness for the US business area.

• Workday enhancements are aligned to business outcomes, HR policy, control needs and colleague experience principles.

• User guidance, communications and training materials are clear, current and actively used.

• Workday changes are adopted effectively by US employees, managers and HR users, with clear evidence of readiness and sustained usage.

• Adoption barriers, colleague pain points and operational risks are surfaced early and resolved through structured action plans.

• Stakeholders have confidence that Workday change is being actively led, implemented and embedded with clear ownership of delivery, release impacts and business readiness for the US business area.

• Workday enhancements are aligned to business outcomes, HR policy, control needs and colleague experience principles.

• User guidance, communications and training materials are clear, current and actively used.

Lloyds North America forms an integral part of Lloyds Banking Group, a leading UK‑based financial services group focused primarily on retail and commercial customer. We have operated in North America for over 100 years, delivering a client‑focused approach to large Corporate and Institutional clients with strong links to the UK.

From our New York office, we provide a comprehensive range of core banking products, including lending, trade finance, and working capital solutions, alongside debt capital and financial markets services through our U.S. broker‑dealer, Lloyds Securities Inc.

At Lloyds, diversity and inclusion are core to who we are. We are committed to attracting, retaining, and developing the best talent and creating a culture where every colleague feels included, valued, and empowered to be their best.

Lloyds values diversity across all backgrounds and experiences and encourages our colleagues to bring their whole self to work. We provide equal employment opportunities to all applicants and employees in accordance with applicable law.