Workday connector

Use your Workday data for reporting, automation and AI.

Data Panda brings your Workday HCM and Financial Management records into the same warehouse as your CRM, ERP and operations data. From one place we turn it into dashboards, automations, AI workflows and custom apps that finance, HR and the executive team use during the month, not only on the morning of a board meeting.

About Workday

The enterprise HCM and finance platform behind most of the Fortune 500.

Workday was founded in 2005 in Pleasanton, California by Dave Duffield and Aneel Bhusri, both former PeopleSoft executives, after Oracle's hostile takeover of PeopleSoft the year before. The company went public on the NYSE in 2012 under the ticker WDAY and has grown into the dominant cloud HCM platform at the top of the market. Public reporting puts the install base at more than 10,000 customers, with a majority of the Fortune 500 running at least one Workday product.

The platform pairs Human Capital Management with Financial Management on a single data model, with Adaptive Planning for FP&A, Workday Payroll in the markets where it has its own engine, Workday Learning, Prism Analytics for warehoused reporting inside the tenant, and a stack of acquired pieces: Peakon for employee voice, VNDLY for contingent workforce, and Scout RFP for sourcing. The competitive frame at this tier is SAP SuccessFactors and Oracle HCM Cloud, not BambooHR or Personio: the customers we see on Workday run multi-entity, multi-country, multi-currency, with HR business partners, controllers and FP&A leads all working off the same record. Pulled into a warehouse next to Salesforce, Dynamics 365 and Jira, that record finally answers questions that span finance, HR and delivery without three reports that disagree on the headcount number.

What your Workday data is for

What you get once Workday is connected.

Workforce and finance reporting

Headcount, hiring, payroll cost and FP&A actuals on one page across every entity and country.

Headcount-versus-plan per cost centre, BU and country
Time-to-fill by job family, level and recruiter, with target slip flagged
Intercompany payroll allocations reconciled with the GL

Process automation

Turn Workday events into the downstream work the rest of the enterprise stack expects, without a manual handoff.

Provision identity, access and entitlements the day a hire signs
Push payroll journals into Dynamics 365 F&O or NetSuite per entity
Flag open requisitions slipping past hiring-plan targets to the BU lead

AI workflows

Put hiring, performance, comp and absence history behind AI that sees the full enterprise workforce, not one cost centre at a time.

Attrition-risk scoring on leaver patterns versus comp-ratio drift
Headcount-plan variance forecasting per BU and country
Natural-language Q&A across the global employee record and policy library

Custom apps on your data

Lightweight tools on Workday data for managers and BU heads who should not need a Workday seat to read their own team.

BU-head workbench with headcount, comp band and open req aging
Group-finance cockpit with payroll cost and intercompany allocation
Manager view that nets approved time-off against project commitments

Use cases

Use cases we deliver with Workday data.

A list of concrete reports, automations and AI features we have built on Workday data. Pick the one that matches your situation.

Headcount-versus-plan per cost centreActual headcount and FTE against the approved plan per cost centre, BU and country.

Time-to-fill by job familyDays from req opened to offer accepted, per job family, level and recruiter.

Open requisition agingReqs sitting past their target start date, by hiring manager and BU.

Intercompany payroll allocationCross-entity payroll charge-out reconciled with the Financial Management GL.

Comp-ratio driftCompensation versus midpoint per band, geography and tenure cohort.

Leaver pattern analysisVoluntary attrition by team, manager and tenure window, with comp-ratio overlay.

Span of control across the orgDirect-report counts and layers per leader, across every entity in the group.

Adaptive Planning versus actualsFP&A plan from Adaptive against Financial Management actuals on one page.

Multi-country payroll costGross payroll cost per country, currency and entity, with FX translation.

Learning completion versus roleWorkday Learning completion per role family, region and compliance category.

Contingent workforce mixPermanent versus VNDLY contingent headcount and cost per BU.

Procurement and supplier spendWorkday Procurement and Scout RFP spend by category, supplier and entity.

Real business questions

Answers you will finally get.

Is headcount tracking the approved plan, or has one BU drifted?

Headcount and FTE per cost centre, business unit and country, plotted against the Adaptive Planning baseline that the board signed off on. The CFO sees which BU is nine percent over plan and which is carrying an open req nineteen weeks past its target start, before the quarterly review forces the question.

How long does a senior engineering req really sit open, by region?

Time-to-fill from requisition open to offer accepted, split by job family, level, region and recruiter, with the stages where candidates drop. The talent leader sees that EMEA senior reqs run twice the cycle of the US ones, and which sources keep delivering versus the agencies the renewal is up with.

Are intercompany payroll allocations reconciling with the GL?

Workday Payroll cost cross-charged between entities, lined up with the Financial Management journal entries on the receiving side. Group finance sees the difference between what was allocated and what posted before the close, instead of finding the gap in the consolidation.

Value for everyone in the organisation

Where each function gets value.

For finance leaders

Workday Financial Management actuals lined up with Adaptive Planning targets and Workday Payroll cost per entity. Group close stops waiting on a payroll allocation Excel, and the headcount line on the management report ties back to the Workday record it came from.

For sales leaders

Quota coverage against the staffed seller roster and ramp dates, joined to Salesforce pipeline. Sales leadership sees when EMEA mid-market falls below coverage because three reqs are slipping past their target start, before the forecast call surfaces it.

For operations

Open reqs, time-to-fill and time-off across BUs in one capacity picture. The COO sees which BU heads are running ahead of plan, which are below, and where contingent workforce from VNDLY fills the gap, on one page rather than five Workday reports.

Ideas

What you can automate with Workday.

Pair with Salesforce

Tie Salesforce quota coverage to Workday-staffed sellers

New hires, transfers and leavers in Workday HCM keep the Salesforce quota-coverage view in sync with the staffed sales team per region and segment, including ramp dates and territory assignments. Sales leaders see when EMEA mid-market drops below coverage because three senior AE reqs are slipping past their target start, weeks before the forecast call catches it.

Pair with MS Dynamics 365 Finance and Operations (AX)

Push Workday payroll journals into Dynamics 365 F&O per entity

Each pay period, Workday Payroll cost lands in Dynamics 365 F&O as journal entries in the right legal entity, with cost-centre, country and currency on the line. Group finance stops rekeying a payroll export per country, and the personnel-cost line on the management report ties back to the Workday record that produced it.

Pair with NetSuite

Reconcile Workday and NetSuite headcount cost during migration

Groups mid-migration from NetSuite to Workday Financial Management run both ledgers for one or two close cycles. Workday HCM headcount and payroll cost land next to NetSuite GL postings per subsidiary in the warehouse, so group finance can match the personnel-cost line in both systems and call the consolidation difference before signing off either close.

Pair with Jira

Plan engineering capacity against the real Workday roster

Active workers, approved time-off and start dates from Workday HCM feed the Jira sprint-planning view per team, so engineering leads size sprints against the people on the roster that week rather than a default capacity. When a senior req is still open past its target start, the capacity number reflects the gap, and stakeholder commitments are made on the real roster instead of a hopeful one.

Data model

Tables we make available.

These are the 5 tables we currently pull from Workday into your warehouse. Query them directly in SQL, join them to the rest of your stack, or build reports on top.

Job Postings
Jobs
People
Purchase Orders
Workers

Missing a table you need? We can extend the sync. Tell us what is missing and we will build it for you.

Your existing tools

Your data lands in a warehouse. Your BI tools read from it.

You keep the reporting tool you already have. We connect it to the warehouse where your Workday data lives.

Power BI Microsoft

Fabric Microsoft

Snowflake Data warehouse

BigQuery Google

Tableau Visualisation

Excel Sheets & pivots

Three steps

From Workday to answers in three steps.

Connect securely

OAuth authentication. Read-only by default. We sign a DPA and your admin keeps the keys.

Land in your warehouse

Data flows into your warehouse on your schedule. Near real time or nightly, your call. You own the data.

Reporting, automation, AI

We build the first dashboard, workflow or AI feature with you, then hand over the keys. Or we stay on for ongoing delivery.

Two ways to work with us

Pick the track that fits how you work.

Track 01

Self-serve

We set up the foundation. Your team builds on top.

Workday connector configured and running
Warehouse set up in your cloud account
Clean access for your Power BI, Fabric or Tableau team
Documentation on what's in the data model
Sync monitoring so you're warned before reports break

Best fit Teams that already have a BI analyst or data engineer and want to own the build.

Track 02

Done for you

We build the whole thing, end to end.

Everything in Self-serve
Dashboards built to the questions your team actually asks
Automations between your systems
AI workflows scoped to real tasks your team runs
Custom apps where a dashboard does not cut it
Ongoing delivery at a pace that fits your team

Best fit Teams without in-house BI or dev capacity. You tell us what you need and we deliver it.

Before you book

Frequently asked questions.

Who owns the data?

You do. It lands in your warehouse, on your cloud account. We don't resell or aggregate it. If you stop working with us, the warehouse stays yours and keeps running.

How fresh is the data?

Near real time for most operational systems. For heavier sources we schedule hourly or nightly. You pick based on what the reports need.

Do I need a warehouse already?

No. If you don't have one, we help you pick one and set it up as part of the first delivery. Common starting points are Snowflake, Microsoft Fabric, or a small Postgres start.

Which Workday tables does this connector pull today?

The connector lands the Workers register with the global employee record, the Jobs and Job Postings tables that drive recruiting and the requisition pipeline, the People view used for directory and reporting joins, and Purchase Orders from the procurement side. That covers the headcount, hiring and supplier-spend reporting surface most cross-functional dashboards need, with payroll and financial-management reads available through Workday's report APIs when scoped explicitly.

Does the connector use Workday's RaaS (Reports-as-a-Service) interface?

Workday exposes custom and delivered reports through its Report-as-a-Service endpoints, which is the supported integration path for tenant-specific data sets that go beyond the public web services. We typically combine the standard object reads with named RaaS reports your team already maintains in Workday, so the warehouse picks up the same logic without you rebuilding a calculated field twice. Authentication runs through an integration system user on your tenant.

How are sensitive HR fields handled at warehouse scale?

Compensation, performance review content and country-specific identifiers can be kept in restricted schemas that only finance, comp and HR roles reach, while the directory, headcount and hiring-pipeline data powers the dashboards the rest of the business uses. Access is enforced in the warehouse, not in each dashboard, so a new Adaptive Planning report cannot accidentally surface a comp field it should not see.

GDPR-compliant

Data stays in the EU

You own the warehouse

A first deliverable live in four to six weeks.

We review your Workday setup and the systems around it. Together we pick the first thing worth building.

Book a call See our other connectors