Workday HCM
Core HR, Payroll, Compensation, Time, Absence and Recruiting, set up so every part of an employee's working life runs smoothly.
Nobody at Hazeberg works on anything but Workday. The consultants designing your HCM start from how your people actually work, and they are still with you years after go-live.
Ready on day one
New hires set up before they walk in
Fewer HR tickets
Employees find their own answers
Managers who log in
Approvals and team data in one place
Pay right first time
Time, absence and pay on one record
HCM capabilities
Nobody experiences HCM as six modules. People experience getting hired, getting set up, growing in a role, getting paid and taking time off. We build each area around that moment first, then configure the process to follow.
01 / 06
Hired
Good candidates don't wait, and your hiring process shouldn't make them.
Requisitions and candidate pipelines
Careers site and candidate experience
Offer letters generated with Workday Docs
Background checks and onboarding before day one
02 / 06
Set up
One clean record for every person, and everything else reads from it.
Worker records and employee self-service
Organizations, positions and job architecture
Business processes and role-based security
Country-specific data and local compliance
03 / 06
Growing
Know what your people can do and where they could go next.
Goals, reviews and ongoing feedback
Skills Cloud and career paths
Talent reviews and succession plans
Learning programs and required training
04 / 06
Rewarded
Pay decisions people can see the logic behind.
Plans, grades and eligibility rules
Merit, bonus and stock grant cycles
Benefits enrollment and life events
Carrier connections that stay in sync
05 / 06
On the clock
Hours and leave recorded once, and recorded right.
Time entry, calculations and approvals
Shift, overtime and scheduling rules
Leave plans, accruals and balances
Country leave policies configured, not worked around
06 / 06
Paid
Payday is the one process nobody forgives you for getting wrong.
Workday Payroll or your own provider
Earnings, deductions and pay rules
Time, absence and benefits flowing into pay
Who it's built for
At Hazeberg, putting people first means designing for the ones who use HCM every day, then letting the processes follow. Here is what changes for each of them.
Update details, request leave and check pay without raising a ticket.
Leave requests, payslips and profile updates, all from mobile.
Skills and career goals kept current, from a profile or from chat.
Leave, pay and benefit details visible without asking HR.
Every request arrives with the context needed to decide.
Skills, absence and availability in one view before work is staffed.
Performance and pay cycles run inside Workday from start to finish.
Interview feedback and offer approvals done from a phone.
Hiring, onboarding and pay hand off to each other without rekeying.
Dashboards and reports that settle questions inside Workday.
Local rules configured once and applied the same way every time.
Less admin, and more hours for the cases that need judgment.
How we engage
The right route depends on whether HCM is new to you, live but not working as it should, or live and in need of a steady hand. We recommend one after a first conversation, and you decide.
Industries
HCM has to fit the people it serves. These are the sectors we work in, and what HCM has to get right in each of them.
Faculty, staff and student workers on one system, alongside Workday Student.
Round-the-clock staffing, where time and leave rules cannot slip.
Regulated roles and pay decisions that have to stand up to audit.
Large hourly workforces that change with the season.
Fast-growing teams that outgrow spreadsheets quickly.
Skills-based teams where talent moves faster than the org chart.
Tell us how your people work today, and we'll show you what Workday HCM should look like around them.
Questions
No. Many organizations go live with Core HR and a few essentials, then add Recruiting, Compensation, Talent or Learning in later phases. We plan the order with you so that each phase stands on its own.
Yes. Through optimization or AMS, we fix what isn't working and add new functionality in small, tested changes. A Health Check is often the quickest way to see where to begin.
Yes. We plan the takeover around your third-party dependencies and run knowledge transfer with checkpoints, so nothing is lost along the way.
Time, absence, compensation and benefits all feed pay, so we configure them with payroll in mind, whether you run Workday Payroll or a third-party provider. Our Workday Payroll page covers this in more detail.
Yes. We support customers in 40+ countries, with delivery teams in India and Malaysia covering multiple time zones.