Overview

About the role

 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 opportunity

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.

Responsibilities

What you’ll be doing –

• 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.

Provide Workday functional insight: support discussions on business processes, security, approvals, notifications, reporting, integrations and release impacts, escalating risks to user experience, compliance or operational control where needed.

• Manage stakeholders and governance: prepare clear updates, decision papers and adoption insights for HR leaders, business sponsors and governance forums, using evidence-based recommendations and accessible language.

• Drive continuous improvement: use feedback, service data and adoption measures to identify barriers, reduce friction, prioritise enhancements and improve self-service usage across HR, manager and employee journeys.

• Measure adoption and benefits: define and track indicators including self-service usage, contact drivers, training completion, process compliance, defect trends, user feedback and release readiness.

• Enable HR and manager communities: create and maintain guidance, FAQs, briefing materials, demos, manager talking points and change champion content to build capability and reduce avoidable support demand.

Qualifications

What you’ll bring –

Required Skills and 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.

 

Preferred Skills and Experience

• 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.

Key Success Measures

• 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.

Provide Workday functional insight: support discussions on business processes, security, approvals, notifications, reporting, integrations and release impacts, escalating risks to user experience, compliance or operational control where needed.

• Manage stakeholders and governance: prepare clear updates, decision papers and adoption insights for HR leaders, business sponsors and governance forums, using evidence-based recommendations and accessible language.

• Drive continuous improvement: use feedback, service data and adoption measures to identify barriers, reduce friction, prioritise enhancements and improve self-service usage across HR, manager and employee journeys.

• Measure adoption and benefits: define and track indicators including self-service usage, contact drivers, training completion, process compliance, defect trends, user feedback and release readiness.

• Enable HR and manager communities: create and maintain guidance, FAQs, briefing materials, demos, manager talking points and change champion content to build capability and reduce avoidable support demand.

 

 

What you’ll bring –

Required Skills and 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.

Preferred Skills and Experience

• 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.

Key Success Measures

• 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.

 

Why Lloyds

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.

 

Our commitment to inclusion

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.

 

Reasonable Accommodations for Qualified Individuals with Disabilities During the Application ProcessLloyds North America is committed to providing reasonable accommodations for qualified individuals with disabilities in our job application process. If you have a disability and require a reasonable accommodation in order to participate in the application process, our scheduling team can assist if you are selected to interview.

 

Our benefits

We also offer a wide‑ranging benefits package, which includes:

·         Comprehensive health coverage with multiple medical plan options, including an HSA‑eligible plan with company contributions, plus dental, vision, and 24/7 virtual care

·         Strong financial benefits including a 401(k) with company match and discretionary contribution, company‑paid life insurance, and short‑ and long‑term disability coverage

·         Family and life support such as paid family leave, backup child and elder care, employee assistance programs, and identity theft protection

·         Wellness and lifestyle benefits including fitness programs, gym reimbursement options, pet insurance, and group legal services

·         Ongoing training, development, mentoring, and networking opportunities

·         Opportunities to give back through volunteering and fundraising initiatives

 

This is a once in a career opportunity to help shape your future as well as ours. Join us and grow with purpose.

 

Annual Salary Range: $140,000-$190,000

 

Professional Certifications / Licenses Required: N/A