I help HRIS Directors and technical leads whose teams are stuck in permanent firefighting mode — manually re-keying data, chasing errors they can't explain, and watching their Workday investment deliver less than it promised.
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Mid-market organizations often go live without the integration expertise to keep things running when the implementation partner leaves. What follows is predictable — and expensive.
Functional leads spending hours — sometimes entire Fridays — re-keying data that should flow automatically between systems.
Break-fixes that sometimes work and sometimes don't. The team can't tell what's actually causing the problem, so the same issue keeps coming back.
Integrations built during implementation that nobody fully documented. Troubleshooting means starting from scratch every time.
Critical data still pulled from old systems because the new feeds were never finished, never tested, or never quite worked right.
New vendor integrations, benefit carrier feeds, and reporting requests sitting in a queue — because the team is too busy putting out fires to build anything new.
Workday was sold as a solution. When it creates busywork instead of eliminating it, the whole promise of the implementation falls apart — and leadership notices.
Large system integrators are built for enterprise-scale rollouts. When the implementation closes and the team moves on, mid-market organizations — universities, healthcare providers, government agencies, and growing companies — are often left with integrations that technically "work" but don't actually solve the problems that matter.
I specialize in exactly this gap. With 9+ years of Workday integration experience across HCM, Benefits, Payroll, Absence, Talent, Time Tracking, Student, and Recruiting modules, I can step into a struggling integration environment, identify what's actually broken, and fix it in a way your team can maintain after I leave.
The goal isn't to make myself indispensable. It's to leave your team more capable than I found it.
The best solution to an integration problem is usually the one that has already worked somewhere else. I'll tell you when the novel approach is right — and when it's a red herring.
A clear-eyed audit of your integration environment — what's broken, what's fragile, what's missing, and what it's costing your team in time and manual effort.
Typical Engagement Starting PointBuilding or rebuilding integrations that solve the actual problem — not the problem that was easiest to implement. Every engagement includes documentation and knowledge transfer.
Custom PricingFor teams that want to build internal capability and stay ahead of their integration backlog rather than constantly reacting to it.
Retainer AvailableThe most expensive integration problems aren't the ones that cause obvious failures. They're the ones that quietly become part of someone's job description.
A mid-size medical insurance provider implemented Workday and went live with a leave administration integration that technically ran — but didn't do what the benefits team actually needed. Over time, the gap between what the integration produced and what the carrier required became a standing Friday task: the Benefits Administrator, and others on the team, spending a full workday every week manually correcting and reconciling data before it could be submitted.
The team had internalized this as normal. The integration existed, errors were manageable, and there was no obvious project to fix it — just a recurring cost of hours that never made it onto a budget line.
I rebuilt the integration from the root cause: the original build had tried to do too much, mapping a transactional data feed into a state-machine model it wasn't suited for. The new integration did less — but did exactly what was needed, correctly and reliably.
The manual Friday reconciliation work went away entirely. The benefits team reclaimed that time for work that actually required their expertise. The integration has run reliably since, with documentation the team can follow when questions arise.
Testimonials coming as engagements are completed. If we've worked together and you'd like to share your experience, I'd be glad to hear from you.
Testimonial — coming soon
Testimonial — coming soon
Testimonial — coming soon
I'm a solo Workday Integration consultant with 9+ years of experience across HCM, Benefits, Payroll, Absence, Talent, Time Tracking, Recruiting, and Student modules. I've maintained environments of 150+ integrations, led complex migrations, and done post-implementation recovery work for organizations that went live and found themselves largely on their own.
My background is unusual for a developer: I came up through a design program, which means I approach problems differently. Before writing a line of code, I ask whether the problem has been correctly identified. Some of my most valuable work has been recognizing that the integration wasn't the real issue — and saving a client from spending time and money on the wrong fix.
I don't optimize for indispensability. Every engagement ends with the client's team more capable of managing their own environment than when I arrived.
Integrations Services
Full module breadth
Complex orgs, lean IT teams
MFA, Texas A&M University
5 years active duty
Every engagement
A 30-minute conversation is usually enough to identify whether I can help and what the path forward looks like. No pitch — just an honest look at your situation. Send me an email to get started.
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