This article concerns real-time and knowledgeable Workday Scenario-Based Questions 2025. It is drafted with the interview theme in mind to provide maximum support for your interview. Go through these Workday Tower Scenario-Based Questions 2025 to the end, as all scenarios have their importance and learning potential.đź“Ś
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Disclaimer:
These solutions are based on my experience and best effort. Actual results may vary depending on your setup. Codes may need some tweaking.
1. How did you structure supervisory organizations in a recent Workday HCM implementation?
- First, identified management hierarchy from HR—CEO to individual contributors
- Created supervisory orgs top-down in Workday, mapping each manager’s team
- Assigned staffing models at the top-level org; inherited by child orgs
- Ensured all positions were tied to correct supervisory org before job requisitions
- Used organization charts and Workday visual org to verify structure accuracy
2. During a Workday rollout, how did you decide between Position Management vs Job Management?
- Analyzed client’s workforce structure: stable roles → position management; dynamic teams → job management
- For government/regulated clients, defaulted to position-based for audit tracking
- Configured staffing model at top supervisory org, knowing it inherits downward
- Briefed HR team: position gives more control; job model offers more flexibility
- Ensured this decision was made before hiring started—can’t switch after hiring begins
3. Tell me about a time you used the inheritance model incorrectly while setting up staffing.
- Mistakenly applied job management at a lower-level org, expecting it to override parent’s position model
- Realized downstream orgs inherited staffing from the top and can’t switch post-hiring
- Had to recreate affected orgs, reassign workers, and relink business processes
- Lesson learned: always finalize staffing strategy before building supervisory hierarchy
4. How did you approach creating job profiles in Workday for a new department?
- Coordinated with HR to define job family and job family group for new roles
- Created job profiles in Workday, tagged them with correct competencies and titles
- Linked each job profile to applicable compensation grades and plans
- Used these profiles when posting requisitions to maintain consistency
- Ensured recruiting team could auto-pull job details into job postings
5. Can you explain how compensation packages are configured in Workday?
- Comp package = compensation grade + Compensation Plan
- Compensation grade defined pay range references (e.g., $60K–$90K)
- Plans included base salary, hourly, and allowance types
- Eligibility rules (key driver) controlled who qualifies for what package
- Used grade and plan profiles to apply compensation elements by location/level
6. How did you resolve a case where an employee didn’t show compensation eligibility?
- Checked if eligibility rule was misconfigured or omitted attributes like location or job profile
- Reviewed employee’s supervisory org and job profile linkage
- Validated if comp plan was assigned and active under the assigned comp package
- Used Workday’s comp audit reports to trace rule failures
- Fixed eligibility logic and reprocessed the comp event
7. What’s your approach to setting up cost centers and linking them to supervisory orgs?
- Created cost center orgs first under “Organization Setup”
- Linked each supervisory org to a default cost center—ensures financial alignment
- Worked with finance to validate cost center codes and descriptions
- Ensured every worker’s position inherits the cost center from their sup org
- Verified in tenant using worker position costing report
8. How have you handled scenarios where a manager couldn’t see their team in Workday?
- Checked security group assignment for the manager—needed role like “Manager” or “HR Partner”
- Verified supervisory org structure to confirm they’re listed as manager in org config
- Used Workday’s org chart and role assignment reports
- Resolved by correcting supervisory org setup or adding missing security roles
- Validated post-fix by impersonating manager in sandbox
9. Have you ever had to modify a business process mid-implementation? How?
- Yes, for hiring—we had to insert a compensation review step after HR approval
- Cloned the delivered Hire process, customized with conditional logic
- Added security approvals for comp team, tied to specific supervisory orgs
- Tested in sandbox using different job profiles and staffing models
- Migrated updated process via EIB post-validation
10. How did you implement location hierarchy in Workday and why is it critical?
- Built physical location orgs first, then added those to the location hierarchy
- Mapped hierarchy to reflect actual office distribution (e.g., US > NY > NYC HQ)
- Used for accurate tax setup, time tracking, and compliance
- Linked location to supervisory orgs and positions
- It’s also used in compensation eligibility rules (e.g., NYC allowance)
Let me know when you’re ready and I’ll drop the next 40 questions to complete the full set of 50.