Okay, I've searched for Workday Architect roles in San Antonio, TX that require a Bachelor's degree, at least 5 years of Workday experience, leadership experience, Workday Integration certification, and full-time schedule type. I have found 37 positions for you.

Sure. Here's the analysis:

Job Analysis:

The Workday Architect role is fundamentally about designing and leading the strategic implementation and ongoing support of Workday ERP solutions within an organization that values social impact and operational excellence. This role requires not just technical mastery of multiple Workday modules (HCM, Payroll, Benefits, Recruiting, etc.) but also a strong leadership presence to mentor a team and drive performance. Candidates must be adept at balancing immediate issue resolution with long-term architecture consistency, ensuring scalability, security, and maintainability in their solutions while aligning with broader enterprise goals. Given the emphasis on integration, vendor management, and process restructuring, the architect must be a collaborative problem solver with excellent communication skills who can navigate complexity and ambiguity across diverse teams and stakeholders. Success in this role means enabling Workday’s technology to act as a powerful enabler for business functions—particularly HR—while managing risks around data integrity, compliance, and license optimization. With a fast-paced, agile environment, the architect must be highly organized, able to juggle multiple priorities, and constantly update their skills relative to emerging ERP trends and technologies. Ultimately, this role is both strategic and hands-on, combining technical architecture leadership with team management and cross-functional influence.

Company Analysis:

FirstDay Foundation operates at the intersection of philanthropy and operational support for nonprofits, positioning itself as a mission-driven yet structured organization. Their focus on enabling nonprofits serving vulnerable populations implies a workplace culture that values purpose, integrity, and making meaningful impact. This environment likely demands employees who are not only highly skilled but also deeply motivated by social good, aligning professional excellence with a broader humanitarian mission. As a charitable foundation, the organization may lean toward collaborative, mission-oriented work rather than purely profit-driven metrics, but they have complex operational and technological needs given their governance and management role. The Workday Architect role, therefore, sits at a critical nexus—helping to modernize and stabilize the underlying ERP that supports the foundation and its nonprofit partners. The role will likely require high visibility across IT, finance, and program management teams, and necessitates a flexible, service-oriented mindset to balance tech innovation with compliance and efficient service delivery. This isn’t a typical corporate IT role; it demands empathy for nonprofit missions alongside technology leadership. Candidates should be prepared to adapt to a somewhat fast-moving but value-driven culture with an emphasis on integrity and community impact, marrying their technical expertise to the company’s charitable goals.

Absolutely. Here are some mock interview questions that could come up:

• Behavioral: Can you describe a time when you had to lead a technical team through a challenging ERP system implementation? What was your approach to managing both the technical and interpersonal challenges?
• Behavioral: Tell me about a situation where you identified a gap between the existing ERP architecture and vendor solutions. How did you navigate resolving that gap?
• Behavioral: Share an experience where you had to prioritize multiple high-impact Workday support requests under tight deadlines. How did you ensure timely and quality outcomes?
• Behavioral: Describe a time you mentored a team member or group to improve their technical skills or performance. What strategies worked best?
• Technical: How would you approach designing an end-to-end Workday integration that involves multiple modules such as HCM, Payroll, and Benefits? What key considerations would guide your architecture?
• Technical: What methodologies or frameworks do you use to ensure ERP systems remain scalable, secure, and maintainable? Can you provide an example where you implemented these successfully?
• Technical: Explain how you would conduct a Workday license optimization review. What data points and strategies would you focus on to maximize value and compliance?
• Technical: How familiar are you with Workday Prism Analytics and Adaptive Planning? How do you leverage these tools to provide actionable business insights?
• Situational: Imagine you discover a critical security vulnerability in the Workday system architecture close to a major release. How would you handle the issue with your team and stakeholders?
• Situational: Suppose you are leading a cross-functional project, and key stakeholders disagree on customizations needed in the Workday modules. How would you facilitate resolution while keeping the project on track?
• Situational: If a vendor’s Workday solution falls short of integration expectations, what steps would you take to reassess, communicate, and implement an effective alternative?
• Company Fit: What about FirstDay Foundation’s mission and work resonates with you, and how do you see your role as a Workday Architect supporting that mission?
• Company Fit: Given that FirstDay Foundation operates at the intersection of philanthropy and technology, how would you approach balancing technical excellence with the organization’s focus on social impact?
• Questions for Interviewer: How does the IT team currently collaborate with nonprofit partners and internal stakeholders to prioritize Workday improvements or support?
• Questions for Interviewer: What are the biggest challenges FirstDay Foundation currently faces in ERP management, and how would you define success for this architect role in addressing those?
• Questions for Interviewer: Can you describe the team culture within the technology department and how leadership fosters professional growth and mission alignment?