Joanna Sadowska

• • Stock Plans cleanup: Led E2E cleanup and remediation of five years' worth of stock grant data, including historical corrections and restructuring of legacy entries. Managed high-volume EIB uploads, reconciled data discrepancies with HR and Finance, introduced quality controls, and established improved data governance practices t ensure long-term accuracy and auditability of stock plan data.

• • Job Architecture Design & Implementation: Own the end-to-end delivery of Job Architecture frameworks in Workday, including defining job families, job functions, levels, and profiles. Partner with HR and organizational design teams to create scalable job structures that align with career frameworks, talent strategies, and pay equity goals. Ensure architecture supports reporting, compliance, and compensation analysis needs across global regions.

• • Compensation Configuration & Optimization: Design and configure core and compensation structure in Workday, including merit, bonus, stock/equity plans. Optimize plans eligibility rules.

• • Mass Data Load Management: Lead high-volume data migrations and updates using EIBs. Manage mass data activities related to job catalog creation, compensation plan assignments, salary adjustments, and organizational changes. Ensure robust validation and reconciliation processes to maintain data accuracy and integrity during bulk loads, especially in time-sensitive or global rollouts.

• • Stakeholder Collaboration & Advisory: Serve as a strategic Workday expert and advisor to HR, Compensation, IT, and business leadership. Translate business requirements into scalable technical solutions, ensuring system design supports long-term talent and compensation strategy. Facilitate cross-functional workshops and design sessions to drive alignment, gather feedback, and ensure stakeholder engagement throughout project lifecycles.

• • Eligibility Rules & Pay Structures: Develop and maintain dynamic compensation eligibility rules, grade profiles, and global salary structures that reflect business needs, regulatory requirements, and competitive benchmarking. Ensure alignment with job levels and compensation plans while enabling localized flexibility across regions or business units. Support pay transparency and compliance through accurate and consistent configuration.

• • Gathering Requirements: Collaborate with stakeholders to comprehend the compensation strategy and business needs; convert business requirements into scalable Workday configuration tickets; design compensation plans, cycles, and eligibility rules.

• • Configuration & Implementation: Configure merit, and compensation review cycles; set up compensation eligibility rules, advanced calculations, and grade profiles; define and test compensation event processing (e.g., promotions, salary adjustments); adjust security roles for compensation administration.

• • Testing & Validation: Develop test cases and execute unit, end-to-end, and user acceptance testing (UAT); validate compensation statements and reporting outputs; troubleshoot configuration issues and optimize for performance.

• • Integration & Data Management: Work with integration teams to connect Workday Advanced Compensation with external payroll and finance systems; manage compensation-related data loads and data validation processes; ensure compliance with data privacy and security policies.

• • Change Management & Training: Develop user guides and conduct training for HR, managers, and business leaders; support communication strategies for compensation cycle rollouts; provide knowledge transfer sessions for internal Workday team.

• • Ongoing Support & Optimization: Monitor and improve compensation processes through continuous enhancements; stay updated on Workday releases and recommend new features for adoption; act as a SME for compensation best practices.