The role:

We’re looking for a Senior Manager, Workday HCM to lead the execution and continuous improvement of our Workday HCM platform. This role is responsible for delivering against the Workday roadmap, driving operational excellence, and ensuring the platform effectively supports business needs at scale.

At SoFi, Workday is a shared enterprise platform across HR and Finance, making this a highly cross-functional role. We’ve deployed a broad footprint across HCM (core HR, onboarding, performance, advanced compensation, benefits) as well as Finance (financials, payroll, time tracking, time off, and expenses). You’ll partner closely with IT, Finance, and People teams to drive aligned, scalable solutions across this ecosystem, balancing the needs of multiple functions on a shared platform.

This is a hands-on leadership role—you’ll drive priorities, while staying close enough to the platform and team to actively guide execution, unblock work, and ensure high-quality delivery with a strong focus on creating simple, intuitive experiences for employees and managers.

You’ll lead the Workday team and partner directly with senior HR and business leaders as a thought partner—bringing a deep understanding of HR functions, shaping solutions, and proactively identifying how technology can better support the business.

What you’ll do:

Roadmap Execution & Platform Evolution

• Contribute to and help shape the Workday HCM roadmap in partnership with senior leadership
• Drive prioritization and execution of roadmap initiatives, balancing enhancements, technical debt, compliance, and innovation
• Evaluate Workday releases, vendor roadmap, and industry trends to proactively evolve our platform
• Support system enhancements and continuous improvement efforts to ensure scalability and usability

Stakeholder Partnership & Influence

• Partner with HR, Finance, and IT stakeholders to translate business needs into effective system solutions
• Provide recommendations and influence decisions across stakeholders, navigating competing priorities
• Build strong, trusted relationships through consistent communication, transparency, and delivery
• Partner closely with HR and business leaders, understanding their functional priorities and proactively recommending how Workday can enable better outcomes
• Serve as a key point of contact for Workday HCM, ensuring stakeholders have clear visibility, alignment, and confidence in delivery

Delivery & Operations

• Own end-to-end delivery of Workday initiatives across HCM modules, including core HR, talent, compensation, benefits, and integrations
• Drive solutions that prioritize employee and manager experience—focusing on simplicity, usability, and clear design over complexity
• Lead backlog management, intake, and prioritization processes to ensure aligned and efficient delivery
• Ensure strong operational rigor across system performance, data integrity, security, and compliance
• Establish and maintain governance, release management, and change control processes
• Identify risks and dependencies early and drive resolution to ensure successful delivery
• Support audit and compliance activities, ensuring readiness and adherence to requirements
• Drive change management and adoption efforts to support successful rollout of new capabilities
• Provide clear reporting on roadmap, delivery progress, risks, and outcomes

Team Leadership

• Lead and develop a high-performing Workday team, fostering strong ownership, accountability, and continuous improvement
• Provide coaching, performance management, and career development for team members
• Create a collaborative, inclusive team environment aligned with SoFi’s values
• Ensure the team is structured and prioritized effectively to meet business needs

What You'll Bring:

Workday & Technical Expertise

• Strong, hands-on expertise across Workday HCM 
• Experience operating at both functional and technical levels, including guiding configuration and solution design
• Experience supporting Workday releases, enhancements, and ongoing platform optimization

Product, Delivery & Leadership Experience

• Proven track record of driving execution and delivering complex, cross-functional initiatives
• Experience managing and prioritizing a backlog tied to business outcomes
• Ability to influence and align senior stakeholders across HR, Finance, and IT, including navigating competing priorities
• Strong product mindset with a focus on outcomes, not just delivery

Leadership Style & Operating Mindset

• High standards for quality, with a strong sense of ownership and accountability
• You bring a point of view, combining deep functional knowledge with Workday expertise to challenge assumptions and steer toward better solutions—not just execute on requests
• Strong executive presence, with the ability to confidently lead discussions, influence decisions, and clearly articulate recommendations and trade-offs
• Comfortable operating across levels—from understanding strategic context to diving into details when needed to move work forward

What You'll Need:

• 7-10+ years of experience with Workday HCM, including hands-on configuration across core modules
• 3-5+ years of people leadership experience, including leading high-performing, techno-functional teams
• Experience supporting multiple Workday modules (e.g., Core HCM, Compensation, Benefits, Talent) in a complex environment
• Proven experience operating in a cross-functional, enterprise environment, partnering across HR, Finance, and IT
• Experience leading or supporting large-scale implementations, enhancements, or platform transformations
• Strong understanding of HR processes and systems, with the ability to connect business needs to system capabilities
• Experience supporting SOX, audit, or regulated environments
• Experience influencing senior-level stakeholders

Role Summary

The Associate Manager, Workplace Experience is responsible for leading and developing a regional high-performing workplace West team while ensuring operational excellence, compliance, and consistency across offices. This is a fully in-office role (five days per week).

This role serves as both a strategic partner and hands-on leader — overseeing budgets, safety and compliance standards, team performance, and cross-functional alignment. The Associate Manager is accountable for elevating the employee experience at scale across regional offices while developing talent and driving operational rigor.

Key Responsibilities

Team Leadership & Talent Management

• Conduct weekly 1:1s with direct reports to provide coaching, accountability, and support.
• Provide day-to-day oversight of team performance, including problem-solving support.
• Drive team development through structured growth planning and upskilling initiatives.
• Own performance management processes including reviews, recognition, feedback cycles, and bonus planning.
• Lead hiring processes for the team, including interviewing, selection, and in-person onboarding (with travel as needed).
• Step in to provide onsite coverage when team members are out of the office, ensuring business continuity.

Budget & Financial Oversight

• Conduct monthly budget audits (actuals vs. forecast) to ensure financial discipline.
• Serve as primary owner of quarterly budget re-forecasting in partnership with leadership.
• Approve payroll weekly and expense reports monthly.
• Ensure responsible spending practices and financial transparency across offices.

Safety, Compliance & Risk Management

• Serve as Crisis Management point of contact for the People team. 
• Ensure compliance with Emergency Action Plans (EAP) across all offices, including annual updates and site-level accountability.
• Act as the primary point of contact for licensing requirements and regulatory compliance.
• Ensure office playbooks are reviewed and formally audited annually and updated during major changes (expansions, relocations, etc.).

Operational Excellence & Cross-Functional Partnership

• Act as liaison between Workplace Leads and key partners including Physical Security, EAs, Employee Experience, Finance, and Facilities.
• Collaborate cross-functionally on changes to policies, processes, and operational standards, ensuring clear communication and execution across sites.
• Maintain deep knowledge of each office’s operations, challenges, and culture.
• Identify and implement process improvements that increase efficiency and consistency across locations.

Leadership Expectations

• Leads through influence, clarity, and operational discipline.
• Thinks regionally and strategically — not just site-by-site.
• Develops others while maintaining high performance standards.
• Balances employee experience excellence with fiscal responsibility.
• Communicates proactively and ensures alignment between leadership and frontline teams.
• Demonstrates maturity, sound judgment, and strong decision-making in high-pressure situations.

Qualifications

• 5+ years of experience in workplace operations, office management, hospitality, or related field.
• 2+ years of direct people management experience.
• Experience managing budgets and financial reporting.
• Strong knowledge of operational and safety best practices.
• Proven ability to coach and develop team members.
• Excellent communication, organizational, and cross-functional partnership skills.
• Ability to travel as needed to support multi-site operations.

What Success Looks Like

• Offices operate consistently and compliantly across locations.
• Budgets are managed accurately with minimal surprises.
• The team demonstrates growth, engagement, and high performance.
• Cross-functional partners view Workplace Experience as proactive and reliable.
• Risks are identified early and managed effectively.

Employees experience a well-run, safe, and welcoming workplace environment.

The role

The People Partner supports leaders and People Business Partners by driving disciplined execution across key people processes, strengthening decision-making, and enabling effective team management. They coordinate core people rhythms, prepare and synthesize insights, identify patterns and risks, and provide thoughtful coaching to help leaders navigate employee and organizational matters with consistency and sound judgment. In addition, they drive consistent performance management practices across the organization, ensuring processes are applied uniformly, timelines are met, and leaders are equipped to assess, develop, and manage talent effectively.

Through this work, the role elevates the quality of people and organizational decisions, creates leverage for leaders and PBPs, improves visibility into risks and trends, and ensures managers are supported in making timely, informed, and consistent decisions. This role is focused on high-value contributions through strong coordination, process fluency, insight generation, and partnership.

What you’ll do

• Coach frontline managers and early leaders on core people topics, including team effectiveness, leadership, employee development, and performance management fundamentals, while reinforcing manager accountability for day-to-day leadership of their teams.
• Provide guidance and support on employee situations with sound judgment and discretion, helping assess issues, surface risks, and ensure matters are escalated appropriately to PBPs, ER, or other partners when needed.
• Partner with PBPs to identify patterns in attrition, engagement, performance, and team health, and help translate qualitative and quantitative inputs into actionable insights and recommendations.
• Partner on exit and transition insights by gathering themes, synthesizing data, and helping PBPs and business leaders identify opportunities to improve retention, team health, and organizational effectiveness.
• Promote adoption of technology, self-service, process discipline, and continuous improvement so that leaders and PBPs can spend more time on judgment-intensive work and less time on manual coordination.
• Track actions, follow through on commitments, and help ensure important people decisions move forward with clarity, discipline, and strong execution.
• Contribute to a high-quality employee experience by helping leaders and PBPs address moments that matter across the employee lifecycle 
• Support leaders and PBPs on people and organizational work, including people programs, including calibration, and executing key actions of the organization’s people strategy 

What you’ll need

• 2+ years of relevant HR, people, talent, or organizational experience.
• Foundational understanding of talent management, performance management, and employee relations principles, with the ability to apply good judgment in support of leaders and PBPs.
• Strong ability to prioritize work, manage multiple competing demands, and operate effectively in a fast-moving environment.
• Excellent verbal and written communication skills, with the ability to communicate clearly and tailor information to different audiences.
• Strong organizational skills and attention to detail, with a high bar for follow-through and execution quality.
• Strong interpersonal and relationship-building skills, with the ability to build trust and work effectively across leaders, PBPs, and cross-functional partners.
• Ability to identify patterns, connect data to themes, and contribute to recommendations that improve people and business outcomes.
• Experience coaching managers on core people topics, including team effectiveness, employee development, and performance management fundamentals.
• Ability to understand and apply relevant policies, practices, and employment considerations with judgment and care.
• Comfort operating with ambiguity and change, with the flexibility, resilience, and learning agility to adapt quickly.

Nice to have

• Experience in HR within Tech or Financial Services companies.
• Experience supporting exempt and non-exempt employee populations.
• HRIS and Workday experience.
• Experience preparing insights or materials for talent reviews, workforce planning, or organizational health discussions.

The role

At SoFi, our People Business Partners are strategic and trusted advisors to senior leaders, responsible for aligning people strategies with business objectives. In this role, you’ll lead and implement the people strategy for our Borrow, Credit, Regulatory Relations & Business Controls organizations, working directly with SoFi’s Group Business Unit Leader of our Borrow Businesses, and SVP of Regulatory Relations & Business Controls and their leadership teams. You'll also manage a team of People Business Partners who support their organizations. Your work will empower the business to make smart, data-driven decisions while fostering a high performing culture. This role balances strategic influence with hands-on execution, operating as a thought partner to executives and a coach to leaders.

What you’ll do:

• Lead, Enable, and Develop High-Performing HR Talent: Manage a team of People Business Partners, supporting their professional growth, capability development, and effectiveness as strategic advisors. 
• Be a Strategic Partner: Serve as a trusted advisor to your business leaders, shaping and executing people strategies that align with business goals to enable high performing and engaged teams.
• Design and Deliver Impactful People Solutions: Diagnose root cause organizational and talent challenges, develop scalable and innovative solutions, and lead execution to drive sustainable business outcomes.
• Coach and Advise: Provide executive-level coaching to leaders on leadership effectiveness, performance, team dynamics, and change management.
• Lead Change and Transformation Initiatives: Address highly ambiguous organizational challenges and drive large-scale initiatives to shape the future of the organization, ensuring clear communication and leader readiness.
• Leverages Data for Results: Use people analytics and business data to inform decision-making, anticipate future organizational needs, identify trends and risks, and proactively improve organizational health and performance. 
• Ensure Compliance and Support: Balance employee and business needs by providing expert guidance on employment practices, maintaining up-to-date knowledge of legal requirements and ensuring a fair, compliant, and supportive workplace.
• Execute with excellence: You make it easy for the business to work with the people team, simplifying programs, weaving the people strategy throughout multiple touchpoints to drive intended business outcomes through people programs with tailored business knowledge.
• Collaborate across the People Team: Work closely with People Team Centers of Excellence and HR Business Partners to design and deliver integrated people programs that drive measurable impact for the business.

What you’ll need:

• People Management Experience: Demonstrated experience directly managing and developing People Business Partner teams that deliver with excellence. 
• Strategic and Hands-On Expertise: Proven ability to balance big-picture thinking with hands-on execution, including progressive HR experience in dynamic environments.
• Influential Advisor: Trusted sounding board for executives, shaping leadership decisions through strong influence and executive presence, while also developing senior leaders.
• Data-Driven Decision-Making: Strong capability to leverage people analytics and business data to identify trends, assess risk, inform decisions, and drive meaningful organizational change.
• HR Knowledge and Expertise: Strong understanding of key HR domains such as compensation, performance management, employee engagement, employee relations, talent management, and inclusive culture.
• Influence and Relationship Management: Exceptional communication, executive presence, and stakeholder management skills, with the ability to build trusted relationships, adapt messaging to diverse audiences, and influence outcomes across the organization.
• Clarity in Ambiguity: Effectively navigates complexity to drive aligned, focused action. Adaptable and resilient, quickly adjusting priorities and recommendations based on new information.

Nice to have:

• Experience in a banking or tech company 
• Workday experience

The Role

People Operations at SoFi supports a growing, multi-region workforce across the U.S. and international markets. As we expand into new geographies and continue to mature as a public company, our systems, processes, and service model need to scale with us — without adding unnecessary complexity.

We’re moving from a largely transaction-driven support model to a more standardized, systems-enabled operating model. That means clearer ownership, smarter automation, stronger controls, and processes that actually make sense for the teams using them. We are hiring a Staff People Operations – Process Design to help lead this evolution.

This role reports to the Director of People Operations and operates horizontally across the People Operations function, partnering with our PBPs, COEs, and People Systems teams to design processes and workflows that are clear, scalable, and sustainable over time.

You will be a strong fit for this role if you are someone who thinks in systems, sees patterns across fragmented workflows and has experience building or redesigning processes in complex multi-region environments. 

What You’ll Do:

Process & Operating Model Design

• Design and maintain end-to-end People Operations processes (hire to retire and core lifecycle events)
• Define global standards while accounting for regional requirements
• Clarify handoffs between COEs, PBPs, and People Ops to eliminate ambiguity
• Separate design from execution while maintaining strong feedback loops from service delivery

Governance, Prioritization & Controls 

• Establish and govern the intake and prioritization model for People Ops system and process changes
• Design and maintain process controls to ensure audit readiness and regulatory compliance; lead remediation when gaps are identified
• Maintain alignment between approved service offerings and system/process configuration

Systems & Workflow Enablement

• Own the People Operations systems enhancement roadmap (Workday, ServiceNow, integrations)
• Translate service requirements into system configurations, workflow logic, and standardized global process flows
• Identify manual steps, workflow friction, and automation opportunities; implement system or process improvements to reduce risk and transactional work
• Drive self-service and AI-enabled solutions to reduce case volume

Change & Adoption

• Partner with COEs, PBPs, and regional People Ops Managers to operationalize changes through SOPs, documentation standards, and knowledge enablement
• Ensure changes are implemented consistently and sustainably across regions

What You’ll Need:

• 12+ years of experience in People Operations, HR Systems, HR Service Delivery, or similar roles
• Direct experience designing global HR processes at scale 
• Strong understanding of Workday business process framework and ServiceNow HRSD workflow design
• Experience supporting audit, compliance, or control environments (SOX exposure preferred)
• Demonstrated ability to simplify complex, multi-region operations
• Strong written and structural thinking skills
• Comfortable making decisions and driving alignment across senior stakeholders