Frank Wittenauer

Struggling to find top contingent talent? Direct sourcing might be the answer. As demand for contingent workers rises, TA and HR professionals must find contingent talent quickly, while offering a great candidate experience, improving retention, and strengthening the employer brand. Direct sourcing solves many of these issues, giving organizations access to a pool of pre-screened, engaged, and specialized contingent talent. It’s especially powerful for larger-scale, repeatable hiring needs and for attracting new talent into your industry. In his latest blog, VP, Client Solutions, Doug Cloutier dispels myths about direct sourcing, offering insights into how it delivers high returns for a relatively low investment (hint: we can stand up a direct sourcing program in less than 30 days; requiring about 10 hours of client effort).   Learn more in our blog: https://lnkd.in/gQ8N6cKm #WorkforceSolutions #TalentSolutions #GuidantGlobal #ABetterWay #DirectSourcing

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Read our customer success story from Witherslack Group on how Workday Adaptive Planning delivered a bespoke approach to FP&A, significantly improving financial reporting at the UK’s leading and fastest-growing SEN education provider. https://lnkd.in/dhruErGX Workday Adaptive Planning Workday Partners #CFO

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Great post from Nick Tsappis and very much aligned with what the market needs right now. Having recently worked closely with SThree on their global SAP SuccessFactors transformation, I’ve seen first-hand how important it is to combine strong talent, practical delivery capability and real commercial value. The demand across S/4HANA, AI, data and HR transformation continues to accelerate, and organisations need partners who can deliver outcomes with quality, pace and flexibility. Wishing Nick and the team every success at SAP Sapphire in Orlando, a great place for valuable conversations and new opportunities.

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The Great Workplace Adaptation is here, and it is about more than just new tech. While AI and digital fluency are the engines of 2026, the heart of finance remains deeply human. Read more from Jillian Eubank, Executive Vice President, Professional Talent Solutions, Randstad USA in her latest article in CPA Practice Advisor on its impact in finance and accounting. Click here to learn more: https://lnkd.in/g2EcT6rr Randstad USA #PartnerForTalent #Randstad #CPAPracticeAdvisor

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Organizations invest heavily in Workday, go live, and then hit a wall. The platform isn't usually the issue. Turning that investment into actual business value is where things get hard. The biggest post-go-live pain points I'm hearing from clients right now: 🔹 How do we actually leverage AI inside Workday? 🔹 Are we getting real value from our data - reporting, Prism, analytics? 🔹 How do we better connect HR and Finance for workforce planning? 🔹 Are we using Adaptive Planning to its full potential? 🔹 Adoption is low, people are working around the system instead of with it 🔹 Configuration debt from the implementation is now causing downstream problems 🔹 The team that built it is gone and no one internally owns the platform The common thread: companies don't need more software. They need a smarter way to use what they already have, and people who've been through it before. If you're live on Workday HCM or Financials and asking any of these questions, I'd love to connect. Our team at Bayforce knows this platform inside and out and can help you get the ROI you expected when you signed the contract. #Workday #WorkdayHCM #WorkdayFinancials #HRTech #DigitalTransformation #FinanceTransformation

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💡 Why the Contract Market Remains Strong in Workday Staffing 💡 Over the last year, we’ve seen the direct hire market tighten. Longer interview cycles, stricter headcount approvals, and increased scrutiny on full time hires. Yet, the contract market for Workday professionals is still thriving and for good reason: 🔥 Speed & Flexibility – Contractors can be onboarded in days, not months, ensuring projects don’t stall. 🔥Specialized Expertise – Many Workday consultants have niche experience across modules (Integrations, HCM, Student, Talent & Performance, FINS etc.) that companies only need for defined projects. 🔥 Cost Control – Contractors allow organizations to scale teams up or down without the long-term overheads of a permanent hire. 🔥 Risk Mitigation – In uncertain markets, contractors provide agility. You can secure the talent you need without committing to fixed headcount. What I’m seeing is that companies still need to deliver Workday initiatives whether it’s new modules, optimizations, or post-implementation support. Contractors are helping organizations hit deadlines, stay compliant, and maximize their Workday investment without waiting on a direct hire process that could take 3–6 months. From what I’m seeing, projects aren’t slowing down, it’s just the hiring model that’s shifting. 🚨🚨 If you’re weighing up whether a contractor could help on your project, I’d be happy to share what I’m seeing in the market and introduce you to the right talent. #workdayjobs #workdaycommunity #workday #adaltaglobal #workdaystaffing Adalta Global Inc.

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Key takeaways: - AI is enhancing, not replacing, recruiter expertise. - EVP and flexibility are now non-negotiables. - Strategic TA leaders are embracing adaptability over perfection. It’s a great time to reflect, recalibrate, and lead with purpose.

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Security Groups in Workday HCM Security groups can make or break your tenant's functionality and compliance. What Are Security Groups? Security Groups control who can access specific data and perform tasks. There are three main buckets: ->Role-Based Groups: Permissions tied to a role in an organization (e.g., HR Partner in a Supervisory Org). ->User-Based Groups: Tenant-wide permissions, typically admins (e.g., Security Admin, Business Process Admin). ->Standard Worker / Workday-Delivered Groups: Broad worker populations like Employee as Self. Why Are They Important? ->Security Groups enforce least privilege + regulatory compliance (GDPR, audits). ->They keep business processes moving while protecting sensitive domains. How to Set Them Up (without breaking your tenant): ->Plan roles + what they truly need (domains AND business process actions). ->Create/assign groups (prefer constrained role-based over blanket admin access). ->Configure policies (Domain Security + Business Process Security), then activate pending security changes. ->Test with real scenarios (view, initiate, approve, correct, rescind, cancel). ->Maintain: quarterly audits for drift + role overlap. Some Insights: ->Aggregation risks: When someone belongs to multiple groups, access can silently add up (HR Partner + Absence Partner = broader visibility than intended). ->Intersection groups help you slice access without creating yet another custom role…but don’t skip overlap analysis and cleanup. Pro Tip: ->Many consultants overlook Effective-Dated Security Changes. Use future-dated role assignments/security updates to prep for reorgs or seasonal hiring spikes. AI note (2026+): ->Workday is adding more AI capabilities (and acquisitions like Flowise, Sana, Paradox, HiredScore, Evisort). -This doesn’t replace your security model. -AI agents still need a who(user/ISU) and will only see what that identity is allowed to see. So use least-privilege service accounts, constrain integration security groups, and audit like any other admin. A question I got recently from a Workday Professional, What is intersectional security…and where does it fit? Intersection Security Groups = Workday’s AND logic. Only users who are in Group A AND Group B get access. Example: HR Partner (Supervisory Org) ∩ EMEA Workforce (Location) → can see sensitive comp only for EMEA workers. And the best part...the second someone changes org/region, access recalculates and drops automatically. Now what if I didn't replied to her to clear her doubt? I have seen in most communities that people are not incentivized to help other people. Most people in communities are only interested to get solutions to their problems which creates a greedy structure in communities. I am flipping this model. I am building a private community for Workday professionals worldwide, designed to incentivize members to solve each other’s problems. Explore Wizard community here https://lnkd.in/dE3bprt7

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In Christine Endres’ role as the senior regional director for recruiting firm Robert Half, she keeps a finger on the pulse of local workplace norms and expectations. In general, Endres said, there’s been a “noticeable shift toward more casual workplace attire across Philadelphia.” https://bit.ly/4bnAqPd

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Federal HRIT modernization is not just about systems. It is about leading people through change. As agencies prepare for the Workday Federal Forum, this Guidehouse insight shows how a people first approach to HRIT transformation strengthens adoption, improves data quality, and supports mission outcomes. https://lnkd.in/e77ceCVm

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Organizations are rethinking contingent workforce management (#CWM) to meet complex talent demands. Join Sailesh Hota, VP at Everest Group, and I, Orli Becker, EVP and Managing Director at AMS, to explore how to build scalable, insight-driven programs for long-term talent strategies. Key takeaways: ✅ Overcoming CWM/MSP challenges ✅ A framework for improvement ✅ Path to total talent management Join the conversation for valuable workforce insights! #TalentManagement #WorkforceStrategy #ContingentWorkforce #CWS #FutureofWork #WeAreAMS

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Workday delivery isn’t one-size-fits-all—so why should your team be? This article breaks down how smart staffing can reduce delivery risk, manage costs, and keep momentum through every Workday phase. #Workday #Delivery #NewArticle

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Labor Management is becoming a critical topic as digital labor evolves, the contingent workforce expands, and the regulatory landscape grows more complex. However, significant gaps in skills and knowledge persist, particularly in leadership roles within Payroll, Workforce Management, and Gig worker management. Recently, I have observed efforts to bridge these knowledge gaps through individual initiatives, offering forums and certifications. While these efforts are commendable, they are insufficient on their own. Now is the time to formalize and establish academic tracks for Labor Management professionals, akin to those in HR and Finance. This will ensure that individuals have the educational foundation necessary to effectively manage one of the largest operating expenses: labor cost.

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