Career Advice: What are objections/blockers I should prepare for?
After 5 years supporting our HCM and Legal suite (not just Workday) and leading the implementation of Performance and Talent, I moved into a competitive internal role about 3 years ago as an HR Product Manager. In this role, I focus on our HR tech stack and optimizing HR operations, with the expectation that I would retain configuration access to quickly build POCs in lower environments and help accelerate delivery.
Shortly after I transitioned, we went through significant leadership changes. As a result, my access shifted to primarily view-only (with occasional proxy access in lower environments).
Since then, I’ve maintained my Workday Pro certifications (Core HCM, Performance & Talent, and Recruiting), owned the strategic roadmap, led our weekly and biannual release processes, and served as the primary gate before configuration moves to UAT with stakeholders.
What I’ve realized is that what I miss most—and what I genuinely enjoy—is actually solving the problem hands-on. I’m now starting to explore a transition back into a more direct configuration role.
Beyond clearly articulating how I’ve stayed current with Workday features and architecture best practices, what objections or concerns do you think I’ll need to overcome in today’s market?