Total rewards · Configuration + review + equity

Workday Compensation from reward strategy to controlled review

Configure compensation foundations, model eligibility and awards, run controlled review cycles and produce trusted evidence for equitable reward decisions.

A beginner-friendly, scenario-led program for compensation professionals, HR practitioners, HCM consultants, analysts and testers moving into Workday Compensation.

Explore curriculum →
Compensation plansGradesEligibilityMeritBonusPay equity
Direct answer

Build capability from business question to operating evidence.

Configure finance foundations, trace transactions into accounting, protect business data and support an auditable close with reliable reports and controls. The program connects platform knowledge to requirements, configuration or design, validation, governance and workplace communication.

01

Discover

Clarify outcomes, users, process, data and risk.

02

Design

Select structures, controls and platform patterns.

03

Validate

Test behaviour, access, data and business evidence.

04

Operate

Support adoption, monitoring and improvement.

Graduate capabilities

Leave with skills you can show and defend.

01

Model total rewards

Connect reward strategy to grades, grade profiles, packages, plans, bases and worker assignments.

02

Run review cycles

Configure eligibility, budgets, merit, bonus and stock reviews with clear controls.

03

Protect pay decisions

Apply security, audit, privacy, approvals and pay-equity review to sensitive activity.

04

Prove readiness

Reconcile calculations, test scenarios, validate statements and support cycle operations.

Curriculum

Twelve connected modules. One workplace story.

Every module produces reviewable evidence that feeds the final capstone and portfolio case.

01Compensation and Workday foundationsTotal rewards · roles · business objects

Explain compensation strategy, Workday scope, terminology, roles and HCM connections.

Lab evidence · Compensation capability map
02Job architecture and compensation contextJobs · positions · worker data

Connect job profiles, management levels, locations and worker attributes to compensation.

Lab evidence · Compensation dependency map
03Grades and grade profilesRanges · currencies · geographies

Configure grades, grade profiles, ranges, currencies and geographic variations.

Lab evidence · Grade design workbook
04Plans, packages and basesSalary · allowance · basis

Design plans, packages, frequencies, compensation bases and assignment patterns.

Lab evidence · Plan catalogue and package matrix
05Eligibility, defaults and validationsRules · effective dates · guardrails

Create eligibility, defaults, proration, waiting periods and rounding rules.

Lab evidence · Eligibility decision table
06Employee compensation eventsHire · job change · promotion

Trace compensation through hire, promotion and ad hoc change events with approvals.

Lab evidence · Lifecycle event validation
07Advanced compensation architectureMerit · bonus · stock

Explain review architecture, process periods, participation and prerequisites.

Lab evidence · Review-cycle architecture
08Merit plans and matricesTargets · performance · range position

Configure targets, profiles, matrices, performance inputs, promotions and lump sums.

Lab evidence · Merit matrix evidence
09Bonus and stock awardsTargets · calculations · allocations

Design bonus and stock participation, targets, funding and exception handling.

Lab evidence · Award scenario workbook
10Budgets, pools and manager reviewFunding · worksheets · approvals

Set budgets, distribute funding, support worksheets and enforce guardrails.

Lab evidence · Budget reconciliation guide
11Security, pay equity and reportingSensitive data · controls · insights

Protect pay data, test roles, review equity indicators and build audit reports.

Lab evidence · Security and equity report
12Testing, statements and operationsUAT · release · support

Test review cycles, reconcile awards, validate statements and prepare operations.

Lab evidence · UAT and operating playbook
Applied capstone

Build and defend GlobalTech Annual Compensation Review.

Flagship project

GlobalTech Annual Compensation Review

Design and validate an India and US merit and bonus review including eligibility, budgets, manager guidance, security, equity, statements and readiness.

  • Requirements and business outcome
  • Platform design and decision log
  • Security and governance evidence
  • Test and quality results
  • Release, adoption and support plan
01 · DISCOVER

Frame

Users, process, data and constraints.

02 · DESIGN

Build

Structures, logic and controls.

03 · VALIDATE

Prove

Scenarios, access and quality.

04 · REVIEW

Defend

Trade-offs and readiness.

Assessment

Completion is based on observable evidence.

Design quality

The solution fits the business scenario, platform boundaries and operating model.

Control and trust

Access, approvals, privacy and exception handling are explicit and tested.

Evidence quality

Outputs reconcile to expectations and defects or uncertainty are explained.

Consulting communication

Decisions, trade-offs and recommendations are clear to business and technical reviewers.

The Digital Edify completion certificate is an institute credential. It is not a Workday-issued certification, university degree or government qualification.

Career pathways

Prepare for a connected role family.

Workday Compensation AnalystJunior Compensation ConsultantTotal Rewards Systems AnalystWorkday Compensation TesterHRIS Compensation AnalystWorkday Support Analyst

Titles and requirements vary by employer. Completion does not guarantee certification eligibility, employment, interviews, placement, title or salary.

Curriculum currency

Reviewed against official Workday product direction.

The curriculum was reviewed on 1 September 2026. Product availability, names and functionality depend on customer licensing, geography, tenant configuration and release status. Announced future capabilities are not treated as guaranteed generally available functionality.

Compensation Management ↗Advanced Compensation Overview ↗Prepare Compensation Reviews ↗Set Up Merit Plans ↗
FAQ

Straight answers before you enrol.

Do I need prior Workday experience?

No. The program begins with foundations and progresses into applied platform work. Relevant domain experience is useful but not mandatory.

Will I receive tenant access?

Hands-on work requires an authorised training environment. The exact environment, enabled functionality, roles and availability are confirmed during enrolment.

Does this guarantee an official Workday certification?

No. Official certification access and eligibility are controlled by Workday and participating ecosystem organisations. Digital Edify does not promise a certification attempt.

Will I build a portfolio?

Yes. Each module contributes evidence to a complete capstone case covering requirements, design, controls, validation and operating readiness.

Does career support guarantee a job?

No. Career support may include portfolio, resume and interview preparation, but employment or placement outcomes cannot be guaranteed.

Build credible Workday capability

Connect platform skills to business outcomes.

Speak with an advisor about your background, hands-on environment and current classroom or live-online options.