Transcript for "AI for HR: The CHRO's Toolkit": Alright. Welcome, everybody. We're still, just gonna wait another minute or two to let folks, join, and then we'll get kicked off. So welcome again. Alright. We are gonna go ahead and get started. So hello, and welcome, everyone, to today's looking forward with Workday webinar, AI for HR, the CHRO's toolkit. Thank you so much for joining us. So today's webinar is a part of our looking forward with Workday webinar series designed to give you insight into how your organization can do more with Workday, including additional ways we support how you manage your people and your business. So we may have a few forward looking statements, so please note this is under our safe harbor agreement. Alright. Let's let's kick things off with a few standard housekeeping items before we proceed. So first, we are recording this session, so we will make sure it's made available to you within forty eight hours. So please be on the lookout for that. Workday uses the Goldcast platform for our looking forward with Workday webinar series, which allows you to submit questions, get access to resources, and provide feedback. Goldcast operates most effectively when using Chrome. So if you are experiencing any issues at this time, ensure you're using the latest version. If you have any technical issues during the event, please notify us using the q and a function, and you can get even more out of this webinar by using the tabs in the top right hand corner of the screen. Docs has links to valuable and related resources, and q and a is where you will submit your questions via the q and a function. We respond to questions directly, and we'll try to get to all of your questions before the end of the webinar. In the event we don't, we will be sure to follow-up via email. Okay. So just by way of introduction. So I'm Jordan Wade. I'm your host today. Thrilled to be with all of you. I've been with Workday for a little over five years, and I've spent the vast majority of my time on our AI powered talent management products. So everything from Workday Journeys to Workday Health and Peakon employee voice. With me today are two rock star presenters. So let me pass it over to Chris first for a quick introduction. Over to you, Chris. Thanks a lot, Jordan, and thanks for everybody who's listening in right now or on a recording after the fact. My name is Chris. I am a platform solution consultant with a much wordier title on the slide there. I'm coming up on fifteen years at Workday, and my dedicated role is hosting customers here at our global headquarters in California and getting their hands on the product. Looking forward to presenting with my colleagues today. Jason, I'll hand it over to you. Thanks a lot, Chris. Hi, everyone. Jason Schechner. So I lead our strategic customer engagement, practice for AI. And, really, in simple terms, what I get to spend my time doing is traveling all over, the world, meeting with our 11,000 plus customers, talking about their AI strategy, what Workday is up to, and how we can partner to realize, sort of what we're gonna talk about today, which is the, the the work of the future the future of work. So very excited to be with you all today. Alright. Thanks, guys. Okay. So to kick things off, today's agenda, we've got a lot of content to get to. So we we wanted to begin by talking through the state of the industry, talking through some of the latest AI trends and the evolving CHRO, kinda what's new in their world. We'll also talk about the the voice of the customer. So Jason, who you just met, will be sharing some AI insights from the front lines. He definitely spends a lot of time with customers doing strategic engage engagements around AI implementation. So he's got a lot of great insights to share with all of you as you're thinking through what's working, what's not, and kinda next steps for your business. We'll also get into the vision for our our AI road map and the future of HR, how we see things evolving. We've obviously made some acquisitions lately, so we're getting a lot of questions from customers in terms of how to SKUs connect, recommendations for implementation, so we can we can definitely get into that. And then as Chris mentioned, he does a lot of our fantastic demos. So he will be talking us through the CHRO's toolkit in action. So we'll get into three different demos to talk through both AgenTic releases and also some of our exciting new AI features. And then as we mentioned at the outset, we'll make sure we spend some time on q and a. So please submit any questions you have into the chat there, and we'll try to get to them. So with that, let's kick things off. So we obviously spend countless hours talking to CHROs, talking to their teams. And one one thing we're consistently hearing them say is that they're not just running HR anymore. They're redesigning and reimagining how work across the organization will get done. And that means integrating work design, technology, and talent. And this is the mindset of the HR leader of tomorrow. It goes beyond traditional HR to redesigning work in the age of AI. And as the orchestrator of this change, we see the CHRO's job is going beyond just adopting tools and ensuring people embrace AI to unlock even higher levels of workforce intelligence. And, again, we we think this opens a new door for a new mindset. The modern CHRO will shift their scope to kinda redefine work and roles entirely. And with AI, HR is a catalyst across the enterprise for operational excellence and impactful work. And this means embracing that new vision where human and AI collaboration can unlock potential we've always imagined but really kinda struggled to achieve. So this is some research Workday has put out relatively recently, I think within the last two weeks. But the promise of AI in the workplace has largely been framed around productivity, saving time, automating routine tasks, and kind of helping employees do more in less time. But some of this new research shows that while many organizations are realizing these gains, there's still a substantial share of that value that is being quietly lost to rework and low quality output. So while you see here, adoption is high, nearly nine in 10 employees are using AI at least a few times a week. Time is being saved. The vast majority are are, you know, saving between one and seven hours per week on their tasks. And as a result, roughly 37% of that time saved through e through AI is being offset by rework. And employees are reporting, you know, spending significant time correcting, clarifying, even rewriting low quality kind of AI generated content, essentially creating an AI tax on productivity. So for every ten hours of efficiency gained, nearly four hours are lost to fixing that output. Now what is the key to getting maximum value out of AI? It's reinvesting in your people. It's it's not enough to just boost productivity. Organizations need to prioritize employee training, adapting roles to fit the new world of work, and really trying to foster that uniquely human skill set. So it's our view at Workday that, you know, measuring success solely by hours saved obscures the real impact of AI on work quality and outcomes. And leaders should evaluate productivity in terms of values created value created. So what can you do to eliminate that AI tax, and how can Workday solutions help? We've, as I mentioned, spent a lot of time this year and the past few years digging into how AI is changing the day to day role of the CHRO and what they want AI features in particular from Workday, what they want to do for them and their businesses. And we kinda consistently hear these top six outcomes. They definitely want experiences to get better for day to day employees on the front lines working with the technology. They wanna improve HR's ability to make better, faster decisions that are more accurate. They also want AI to become more manageable both for HR that's obviously in in charge a lot of the tools and technology, but it's also more accessible for their employees. And, again, that that big push on productivity, just being able to move faster, to do more, to be able to mitigate risk, especially around compliance. We know that's always going to be a core focus for HR folks. And then lastly, looking at use cases that will really make an impact on automation and driving that higher efficiency. So today's presentation is gonna focus on recent AI and agentic enhancement Workday has made for the office of the CHRO that will help organizations in these three key ways. We'll focus on the employee experience, how we're making that day to day when you log in with Workday to to to the front door, so to speak, how that's going to become easier and easier for employees, managers, HR to navigate. Definitely automating those routine tasks and helping employees do more and really enhance their productivity. And then the one thing we all care about, amplifying talent potential, helping employees do more and take their careers to the next step. So with that, let me pass it over to Jason to jump into AI insights from the front lines and talk us through what he he's hearing in a lot of our strategic engagements with customers. So, Jason, I'll pass it over to you. Great. Thanks so much, Jordan. Well, I'm, excited to share what we are hearing. As as Jordan mentioned, this is really coming from the field as we talk to customers, hear what's what's happening both in the market perspective as well as in their strategic conversations. So first and foremost, I think from a macro perspective, we've got some, I think, obvious ones on here, and then I'm gonna walk into some, maybe, some non obvious ones. We know economic pressures to drive efficiency or there. I mean, I have customers coming to us with literally Excel spreadsheets that detail the areas of cost efficiency they need to drive and, you know, do you have AI agents that line up with those capabilities? Second is attracting, retaining, and reskilling top talent is critical for success. This continues to be a key issue. And and when we talk about talent, that includes now digital talent. So that's starting to get become an interesting question around, like, not only do we care about our human talent, but how do we incorporate, how do we incorporate, this digital talent? Third is redesigning the employee experience to fuel transformation. This is a big focus. We have a lot of companies that have either built internal chat experiences or navigators for people. There's a lot of conversation around the front door. Certainly, Workday's got some things we'll talk about there. And so how do we keep employees engaged, find the information they need so they can focus on their their work? And and fourth is the urgency to embrace AI and stay competitive. I would say most companies I'm talking to have some board level initiative around AI. So some some less intuitive things that I think connect to what Jordan talked about is I I'm seeing this conversation around, this need to understand, I think, what we call personal or, you know, citizen developed agents. These are the workflow tools that many employees have built for themselves either through the copilots or, you know, Workday has tools around this. But whatever whatever the the origin of them is, there's a lot of these personal agents as as Jordan talked about. This study from Ethan Moloch starts to talk about how that does boost individual performance. That's inherent. We know the employee is saving time, and Jordan started to talk about maybe what happens with that. But what Ethan talks about here is organizations are struggling to understand what does that mean at the organizational level. And so I think CHOs are trying to grasp, well, okay. We're giving our people tools and they're building agents, but what does that mean? You know, the the implication from the study is that you might have happier dogs or a better golf swing, but not necessarily organizations knowing how that that productivity accrues. So I think that's really fascinating. The the other is if these agents start to permeate the organization, that digital worker becomes real, then there's this question around not just, like, what task does it take or how is the human freed up, but there's this idea of elevating the human. And this is actually probably one of the areas where I think CHROs have a really huge opportunity in the HR organization as an opportunity not to think about just the AI for HR, but I we talk about the HR for AI. And that means what kind of reskilling, upskilling, how do you think about workforce planning where you have digital workers. And part of that is how do we move the humans where strategic work is a fraction of what they do to a big portion of what they do where the AI is taking over, obviously, the transactional. So this is a little bit of a a sort of diagnostic on how you could start to think about that process reinvention, strategic growth, and that shift of work. And then the last thing we we hear a lot of discussion around is around operating models. So how do I shift my operating model? And what I've seen pretty, be apparent is that the there's a correlation between the ability to get to progressive operating models with how much AI is part of that ecosystem. And the reason for that is as we wanna productize experiences, you know, the old model for HR is we build processes, we build policies, we build things, and then the humans come to that thing. Now we wanna deliver to those humans, especially with agents. So we need productized experiences, but they need to be agile. So if we change the policy, we change the process, we can filter that down through the organization. That's only possible with that agility of AI because otherwise, we'd have to rework, reoptimize the systems every time. So these are the big three things I'm seeing in the market. What I wanted to share with you, is what Workday is doing about that, and then, obviously, I'll bring in Chris to show you some of that, brought to life. So what what do we have to say about all the things I just shared with you? The the first thing that we're seeing for sure is that what matters about Workday's strategy is that we have invested in an object and data model. We have one of the cleanest datasets in the industry. And I and, you know, I I heard Workday say that a lot, but in the context in the in the AI world, that matters because context matters. The fact that we have 75,000,000 users, a trillion transactions, that has to do with volume. But the fact that we have that clean contextual dataset becomes really critical. Why? Because generic AI doesn't understand your business, but it doesn't understand things like security roles. If a person is asking a conversational question to an agent and they're allowed to see certain information, that matters knowing what role they're in, what division, what what level of access they have to that data. And if I have to teach another AI all of that context, it becomes very hard to, scale what we need the AI to do. So the fact that Workday understands that, understands all of that underlying data related to people becomes critical. And this is a little bit of an eye chart, but it helps you understand the graduation of data relative to what we wanna do. So if I look at raw data, for instance, and I think of an employee in this role, in this location, that's basic data any system should have. As we move up this complexity model, we start to understand what AI needs to really fuel some of the more sophisticated things all the way up to unique context around the content critical to make an assessment of employee, you know, potential, for example, in their next role recommendation, which has to understand what role they're in, who their manager is, how they're performing, feedback from their their own work, check ins, peers, three sixty, whatever it may be at your company, all that has to be built in to make an accurate recommendation, for example. That just can't come from this basic information. So that becomes critical, and and that's what we're talking about when we say Workday has context. So our strategy is take that context and then do three things. One, acquire or build domain expert AI in areas we have IP and data perspective. And so that's for us, HR, and money, which is where we serve our clients. So, you know, we're not gonna build marketing agents, sales agents. That's not our domain, which is obvious. That also means we're we're really gonna focus on high quality agents, and that's the second thing. We're gonna give you agents that have real areas tied to real outcomes. So these are purpose built agents for use cases where we're already offering software and have data. And then the last piece is that we open up the ecosystem so that where we are not going to build because I just told you we're not gonna build everything, we create the pathways for partners and for customers to build and add to this ecosystem. And so this is really, that that strategy that, we think helps customers execute and build for the future. And we know that there's going to be a in the very near future, it's already happening as this world of human machine collaboration, and that will evolve. So part of that is we decided at Workday, one of the things that we heard, Jordan talk about is that we need, this shift where humans can access the information, but they don't have to go into complicated systems, navigate their way to search data, to understand, information, gain quick access. And this is where, through our acquisition of Sana, we we envision a new front door for work. Seamless, easy search, easy conversational interaction to get to the data we need, especially when you think about employees or managers who experience in these systems are more transactional. This elevates that entire experience. And that's coming, very soon for our customers. And so that fusion of data and intelligence, what that's giving us is that context I talked about, but that way to act across that while understanding those roles, permissions, and everything we talked about. So this is really huge. And so what we have, the ability is guided resolution for employee to ask questions, to understand information, to direct them to the right places, and ultimately resolve, which, you know, the value here is about avoiding a lot of those help tickets and things like that that keep employees stuck with progressing key moments that matter, as an employee. Now the second part of this is we're gonna give you that front door so every employee has a great experience on top of Workday, But we also wanna give you those purpose built agents that I talked about that have that domain understanding. And so, again, we know where Workday is focused specifically around HR in these domain areas that many of our customers implemented our solutions. And so our agents should naturally complement those solutions. So if we're thinking about, you know, our talent management suite, that should complement everything from employee sentiment to performance to talent mobility and so forth. And so that's the really strategy behind our our agents. So when we look at that, I'm just gonna use a case example of TA. It's one of the classic areas where AI has been very disruptive and brought a lot of transformation. What we have is we have a traditional talent acquisition journey transformed. So we take what is a customer doing, what does that process look like, who are the people involved, the personas. These are recruiters, these are sourcers, hiring managers, maybe talent acquisition leaders. We map the AI across that. So we say, what are the jobs to be done? We look at the opportunity for AI, and then we we basically build agents that are purpose built for this particular area. So, again, the agents are very thoughtful and they are they're tied to these outcomes. And I'll show you how we we engineer this. So we take, basically, what is the human doing today? Right? This is current process. And what does this look like with an agent assisted paradigm? So we're saying what what can it look like if the agent is actually taking over responsibilities or elevating the human to new responsibilities. So this is that AHR for AI piece. And when we do that, we have two things that happen, either what we call task augmentation, and this connects to how do we sort of change the way the recruiter does their work. And so we look at what did they do before without the agent and how do they optimize that process with the agent. And that's, by the way, when we say we have ROI built into each of these agents, we can back in and show you exactly where that ROI is gonna come from based on each of those implemented areas of agentic efficiency. But it's not just about augmentation. We also wanna think about elevation. And this is where can the work remember that triangle I showed you? Where can the recruiter do new work or elevate their work maybe to be a talent adviser? Many companies would rather them focusing on high value candidates than transactional task. And so it's not just about assigning the agent to do the work. It's really what are we what are the new skills the recruiter needs or the new, you know, foundations. And that's where HR plays a huge role in thinking about that work, elevation and and reimagination. And what's cool about this is just like your employees, our philosophy is your agents will work together. They'll gain skills just like your employees do, which means the value of the agents grow over time. And we wanna make sure these agents work together just like great employees collaborate to drive efficiency across your company. We want our agents to do that. So the agents are aware of another. They're aware of each other's skills. They transact skills, and they work in combination. We call that orchestration across the ecosystem. And what that means is if we start to zoom out I I focused heavily on talent so far, but I wanna bring this all together in the HR lens as we start to give you purpose built agents across that hired or retired life cycle, everything from recruiting, talent mobility, onboarding. We start to think about performance, continuity at the point of vacancy. What do we do then? This is the opportunity we have because, again, the data, the context, all is there. You have the solutions. It's really about laying these purpose built agents on top, elevating your workforce, and allowing these agents to really accelerate and reimagine how work can be done. And the great news is we're doing this for amazing customers all over the world today. We now power over 1,400,000,000 AI actions across 6,000 customers, and we're already powering AgenTik transformation over 500 companies, many of the logos you see here. So this is not science fiction, everybody. This is reality. We're doing this, and we've got many more agents to come. All of this is layered by a foundation of ROI. So everything you're gonna see from Chris has simplicity, user experience, safety. We have an entire responsible AI team that underlies every feature we launch, and, of course, ROI built into the product, which means everything has a value thesis and value realization connected to what we're talking about. And then lastly, and then I'll turn it over to Chris, is we wanna make sure that this entire solution and strategy gives you not only what we talked about, that great front door, experience and ability to have your people through Asana build their own personal agents, but we wanna give you the flexibility to build agents where we're not gonna build. We call that our, Workday build, powered by our Flowwise acquisition. So you can build apps. You can build, agents on top of that. And then lastly, we're giving you the agent system of record to contemplate and think about your entire digital workforce and ecosystem. So not only Workday agents, but your own agents, third party agents, and look at that holistically, which is a great opportunity to transfer to my my friend Chris to walk you through how all this comes together. So, Chris, over to you to see this all in action. Thanks a ton, Jason, for getting us kicked off there. Great to see some of the statistics, too, and excited to bring a couple more of those to life. And, of course, you know, we're we're really focused on delivering broad based capabilities across our entire platform. So as I get ready to share my screen here, we'll dig in on kind of the full view of what our customers are experiencing today. As Jason mentioned, it's not just science fiction. We are seeing customers adopt these embedded capabilities directly within our platform down there at the bottom, that core system of context, clean data from the last twenty years, and opportunities for our customers to consistently uptake new innovation over time as it's best relevant for what they're trying to accomplish with our partnership or maybe specifically to serve industry use cases that touch their revenue operation. And over the next, call it, fifteen to twenty minutes, well, we're gonna dig in, just on transformational agentic value with several specific agents that our customers are already using today and at least one that's coming this year in 2026. But we'll also highlight some of the embedded capabilities because, of course, customers expect Workday to continue enhancing the core platform and the applications that they're already partnered with us and using. So with that, let's go ahead and jump on in. Coming back to our core themes here, we're seeing pretty consistent feedback from our customers broadly across industry that these are strong themes that are driving the way they think about investments in AI tooling and working with incumbent vendors or considering what else exists within the technology stack. And first and foremost, let's focus a bit on some of the critical focus areas for a CHRO and their teams around enhancing the employee experience. This enables our customers to make work that much easier as they put technology in front of their workforce and ask them to do things maybe quickly in the system as an employee before jumping out and doing the job they're paid for. Or perhaps you're a super user that needs to access Workday and use it for a little bit more of your dedicated role. We're building experiences like Sauna and embedding that within our platform so our active customers can take advantage of this innovation and some of the new technology that we're embedding within the core. So enter in our first demo experience here. This is the new Workday experience being made available for our customers at the January. Of course, there will be a period of time where you will be able to opt in. And at a certain point, it'll turn into an opt out experience so that you can take advantage of everything that we're acquiring and investing in from the platform standpoint. So what you should take away there is while Workday is listening to our customer base, delivering an elevated experience within the next week and a half, while we're also making sure that our customers have the tools to do the testing that they need to uncover critical unlocks to get the most out of their Workday experience. And as we dig in on what our customers expect Sana to deliver, well, it's that agentic conversational experience connecting the dots for workers. And this can happen in Workday primary like I'm showing you right now. But my customers constantly tell me, you know, I really wanna make sure that my employees can access Workday and any other tool that we provide them professionally in maybe the place that they work more naturally. So we're also delivering the capabilities and have for years for your users to access this type of experience and the broad Workday platform directly from Microsoft Teams or Slack and other natural workspaces. In this example, we're seeing that conversational experience with the Workday self-service agent. And based on the integrations that I've set up here for this user, connected into Outlook as my email provider and calling some data from Workday here within talent optimization. And think about those employees that maybe need to connect those dots a little faster. It shouldn't matter what systems you're using under the covers necessarily. Workday can play a strategic role in opening our platform, making data and actions available where it's most relevant for your organization, and then deliver on generative AI experiences conversationally where your users can just engage like they do in consumer grade applications today outside of work. Because I think everybody knows workers are consistently bringing those consumer expectations into the way they use their professional tools that you provide. So to close out this quick proof point here of where we're going, not only with our user experience in the near term, but also that conversational experience engaging with a agent behind the scenes regardless of the workspace and asking it to help make my workday or maybe even my workweek that much easier on me by automating and bringing clarity to what might come next regardless of where that data lives. Now as a quick proof point there, wanted to hop into another live environment here and start with another couple capabilities that are embedded within the core today. And that's a punched up search experience and other ways that we're delivering machine learning and AI capabilities that makes the experience that much more relevant for your end users. So we'll do a quick search here for a manager. Maybe it's team birthdays. One of those things that for a leader whose teams are constantly growing, business world is changing all the time. Well, here's an example of an embedded capability that we delivered on last year. These personalized answers are helping managers or other users avoid having to click into reports and take those secondary steps. We're just delivering information back and trying to make this as easy as possible. You know, if I was an employee and I wanted to know what's the, you know, relocation policy of my company, Well, that's something that might live in another system. Or perhaps your company wants to use Workday help and store your knowledge articles directly in the system. Regardless of that decision, customers expect interoperability and an easy experience for employees. So with just a few terms, well, there's those helpful articles, and I can also call those into account with the side panel self-service agent that we were just exploring, but also in Teams or Slack or other natural workspaces. Let's carry this over to an action, though. I need to maybe promote somebody. Perhaps I'm a new manager. I've never done this at my company. Well, what's great here is I'm not hunting through a bunch of different policy documentation. I'm being brought directly to that action. And here's another opportunity for us to talk about some of the investments that we made in the core application over our last couple releases. In this example, we're seeing a new task experience that's based on a template that my admin has configured. This simplifies these experiences that might require complex steps or multiple data validations and displays relevant information for your team leaders or HR business partners. But what we're also making possible here for customers is improved prompt recommendations. We're using machine learning to drive those and help decrease data entry inconsistencies by recommending or bubbling up to eye level changes that have been made before, that the system has learned from those patterns so that we can help them avoid having to recreate every time they do it. And, again, think about that new leader. Makes it a lot easier for these folks to understand what's the policy here. How do I get things done? And along the way, if you wanna use our self-service agent, well, we've got that capability embedded within, and we can deliver relevant information at the point of action for your leaders while also enabling them to conversationally interact, get relevant detail, and perhaps ask some follow-up questions. As I think about a promotion for these employees, well, why don't we do a quick check-in on team goals, but just the ones that are active? Put it in a table structure. Make this easy for the user to consume. Now that first example here is in service of the opportunity for our customers to simplify the work that their employees are doing globally and reduce the time it takes to get things done. And if 20% of employee time is wasted by searching for information or maybe 80% of employee queries have an opportunity to be automated, well, our customers that are using these features in production today are already realizing those efficiencies to the tune of 25% reduction in case volume and 20% improvement in productivity for those organizations that are leaning into these capabilities and helping test as early adopters. I have another few statistics as well for just the core investments that we've made, personalized search experiences and better task completion. We're seeing a 30% uptick in time to navigate to the right things, 34% faster approvals from the home page, and we've invested in over 750 tasks that are getting a more intuitive experience. So if that doesn't get the group excited about where we're going, how Workday is listening to the voice of our customer, improving that user experience in Workday primary, and making connections to those natural workspaces, then maybe consider how you can elevate that game internally with the self -service agent that we just walked through a few use cases for. There's quite a bit of efficiency and automation to be gained all in service of enhancing that employee experience. Now moving on to our second theme, let's dig in on how Workday can help boost productivity for the office of CHRO. And we know there's a ton of different things always happening, whether it's maybe global compensation and pay transparency regulations that are looming for our customer base. And Workday has tooling to help with that. Perhaps it's job architecture investments as you analyze your job catalog, look for missing datasets, and try to optimize so that everything that flows downstream from that job catalog has a place and can go in service of automation or data cleanliness. So let's head back over to the live demo here, jump over to another tool set that our customers are very excited about using, but excitement doesn't really do it for me. I'm more about value. So let's talk about how customers are using the new job architecture hub that we delivered last year and continue to deliver enhancements, more data, and proactive blind spot tracking. Now what do I mean by that? Well, I'm thinking about ways to offload all that auditing and all that manual work that your teams are doing today to analyze your job catalog, find similarities so that maybe you can condense that catalog, offload some of that ownership over time, especially at scale. And let's take Logan's organization here. They're embarking on a skill strategy. Might still be early days, but there's relevant information that Workday can bring to the table. And we're gonna talk along the way through the webinar about how you can lay that skills foundation yourselves, and I'll share a couple examples. But in this example, well, the system is just analyzing your data footprint that's been committed to Workday and making recommendations. Now we're looking at market data here too, job postings that are out there in the world for your industry that have skills tagged to them. Then Workday can analyze your job catalog, let you know. Hey. What are those market skills that are out there? Do you have a fit with what you've got going? And can we compare it to your footprint, whether that's with Workday Skills Cloud or just your own personalized skills footprint, that might be very company or industry specific. But beyond just the skills foundation, let's talk about proactively covering off those blind spots that today might be manual interventions. Here, the job architecture hub is analyzing that catalog and starting to look at the rest of that data footprint. Where are we missing pay rate types? Perhaps job classifications that could lead to risk exposure or even unclassified workers or misclassified workers if you don't get that locked in before you go on the hiring blitz as you hit the 2026 fiscal year. This is how our customers use a strong contextual foundation embedded directly within HCM Core with the job architecture hub to not only look around corners and expose those blind spots without the manual work, but then also connect the dots to actions where you can review things in bulk and then commit it to the system with that business process engine with audit always on that our customers know and love. With the job architecture hub, we're able to proactively analyze your job catalog and data footprint, identify gaps and opportunities, and improve hiring outcomes with better foundational data and prescriptive updates that actually tie to compensation, talent acquisition, or internal mobility outcomes. Now building on that data foundation of a strong global single source of truth when it comes to your people and your position or job data, let's build that into the total talent acquisition strategy that many customers are looking to Workday to play a strategic role in. We're gonna head over to the candidate side this time. We all know CHROs and their leadership teams are constantly looking for ways to enhance that talent pipeline. What our customers are experiencing today with Paradox, one of our recent acquisitions, but a longtime partner of ours driving co value with our customer base. We've got a long standing relationship with Paradox that existed well before our acquisition. And after hosting nearly 70 meetings with our clients this year, I guess our last fiscal year, really, not just the last month, At our headquarters here in California, this is one of the acquisitions and investments that they are incredibly optimistic about because this is in direct service of improving that candidate pipeline, extending out conversational experiences like we're seeing here for an applicant maybe to apply on their phone while they're walking into the retail establishment or maybe via a campaign that they scanned a QR for QR code for when they walked past a business that is advertising jobs. We wanna make it as easy as possible for frontline workers, but also frontline managers and those individuals that are already overworked and sometimes underserved when it comes to technology that actually makes their day more productive. In this example, we've seen how Paradox embedded with Workday's talent acquisition suite not only elevates candidate experience with conversational apply and instantaneous access for managers or coordinators to find those questionnaire results, access relevant data, and quickly move these individuals to the next stage of the journey. We're seeing incredible gains from our customers as they automate their way through the talent acquisition experience without sacrificing the humanity and the people at the center of it. Because Paradox is deeply embedded within Workday recruiting, we're able to drastically simplify that ownership experience for your teams as well, ultimately elevating the HR technology stack while offloading some of that extra maintenance work from perhaps your IT partners and those that support overall organizational agility. Our last example for boosting productivity for the OCHRO is carrying that data forward. We've seen a conversational application experience. You saw how a manager or coordinator could access that information instantaneously on the candidate record. Let's talk about one of those other agents that our customers are already leveraging in production with hired score. This enables recruiters to open the aperture and source with way more visibility into your talent community. Now these are consenting leads that have either applied for jobs before or are maybe part of your internal talent pools that you're tracking with Workday HCM. Our customers are able to drive significant gains when it comes to proactively sourcing. Instead of immediately jumping to the candidate tab, I'm here on the fetch tab, which is HiredScore's capability to serve up consenting relevant leads that are highly likely to be a fit. And how do we know that they're a fit? Well, because we can analyze that job description, maybe look at the profile you have on those workers, and then make recommendations for reach outs. This isn't an automated hiring tool. We're certainly not making those decisions on your behalf, but we're delivering clear, transparent information based on data that we see in the system in service of making your recruiters or even those frontline managers and coordinators that much more productive by embedding hired score deeply across core recruiting. Now this improves our customers' ability to do talent rediscovery, which we'll touch on again in a minute when we talk internal mobility opportunities, but it also improves recruiter efficiency. We're seeing a 54% gain in recruiter capacity, which is obviously significant. And that's based on customers using this toolset right now, today, in partnership with Workday. This also is in service of time to fill. We see customers covering nearly 70% of the jobs that they take to market with talent that's already in their ecosystem. So as we recap on the talent acquisition capabilities that we're delivering across Workday core, recruiting, and with some of our acquisitions from Paradox and HiredScore, both with varying degrees of deep integration into Workday, which is only getting better as we firm up our go forward plans just as we have over the last two decades with other acquisitions as we embed that technology within. Now if some of the stats I've already shared didn't catch your ear, well, here's some that might catch your eye. 17% decrease in time to fill. And, again, that 54% increase in recruiter capacity has my customers thinking about ways they can redeploy their talent or have them move up into elevated, more strategic capabilities? Get off the coordinating side and maybe start with that executive recruiting plan that you've been putting off for a while. Now let's head in to our final theme as we wrap up our live demo for the day and dig in on some q and a with my friends Jason and Jordan. We're gonna dig in on how our customers amplify the talent potential of their blended workforce, partnering with Workday. First, we'll see some embedded capabilities that are available with HR core and talent optimization, and then we'll level up into some of those agentic features that our customers have access to. So we pop back over to Logan McNeil's experience here, our employee, but who also wears multiple hats, of course. Let's head over to Logan's profile. On the job architecture hub, you heard the case for why having that foundational data in the system delivers more value for the office of the CHRO when it comes to strategic workforce planning, identifying data gaps within the system, and connecting those to the right workflows or stakeholder groups that are reliant upon that information. But let's talk about that employee facing experience here. With the Workday Skills Cloud, customers can tap into a massive skills ontology that we deliver for our global customer base. This offers the opportunity for customers to put in the hands of employees, where relevant, suggested skills that they can add to their profile that they can also then assess or rate. Depending on your company culture, you might need other peers or maybe even their manager to weigh in on that rating, and that can be accomplished with Workday. But what this also leads to from an HR business partner or leadership standpoint is the ability to generate things like suggested skills for this job profile. And then we can commit that to the job catalog and propagate those skills across every worker that sits in that profile. From there, we've got 80% of the work done just like Logan sees here, and now I can add skills that might be specific to me in hopes that we'll get some personalized experiences with Workday Talent Optimization. And that's exactly what we're delivering on for our customers. Let's hop on over to an individual contributor that some of you might have seen in demonstrations before. This is Marcus Severino. This is his career hub, which is available with Workday Talent Optimization. Based on the skills data that we see about Marcus that he's either entered into the system himself, maybe it came through as part of his onboarding experience as it was parsed from his resume during talent acquisition and the hiring cycle. But this could have also been automatically filled in by his HR business partner as part of those suggested skills for the job profile. Ultimately, none of that matters to Marcus if he's not getting personalized, relevant experiences in the form of job recommendations, networking opportunities. Better yet, leveraging the holistic Workday footprint that your business might be using in partnership with us. Learning and training opportunities provided with Sana or Workday Learning or even flex teams, which we use heavily here at Workday because we've seen a direct connection to reducing attrition for workers that participate, but also improved sentiment for nearly a year after they engage in that flex team because the experience is real. Instead of looking elsewhere outside my company's walls for new opportunities, now I can see personalized recommendations that I might be a great match for directly within the application available on the mobile app right where I am. But you might be saying, Chris, that's not enough. You're already using this internally, and you wanna see something that elevates the game. And a lot of my customers say the same thing. What we're seeing here are skills based recommendations for these opportunities. But what if you said, you know what? I wanna go maybe skills plus. We want a little bit more than just those skills. So enter in the hired score talent mobility agent. It's already available for our customers today. And this one is not skills dependent, but rather skills aware. We're looking at the entire footprint of data about Marcus, letting him know that, hey. You're qualified for that role on the Career Hub. But better yet, let's engage with Marcus in that natural workspace. Let's reach out proactively. And amidst all the other busyness that Marcus is dealing with throughout his workday, he probably doesn't even have time to catch his breath and think about how am I building and developing so that I can move forward, move on up, get paid more at my company, and, of course, deliver more over time. Well, this is that natural workspace experience. Marcus getting proactive nudges from the talent mobility agent, offering the opportunity to easily apply with his internal Workday data, and then continuing to engage with Marcus, making this as personalized as possible and learning deeply from the way your end users interact with the mobility agent. Now it's tool sets like this that are really changing the way our customers think about automation in service of amplifying talent potential without sacrificing that core employee experience with humans at the center. And now that we've seen some different ways that Marcus can continue to level up, well, let's maybe close out with a couple final stats that our customers are already realizing today. They're boosting up those internal applications to the tune of 30% and seeing two and a half percent nearly. This is why I'm the HCM guy. More internal moves using tool sets like Workday talent optimization and the Talent Mobility agent to deliver relevant, personalized experiences. But, of course, it wouldn't be a Workday demo if we didn't highlight a couple things coming in the future. And here's a quick preview of our performance agent that's coming this year. We're reimagining the way your leaders can interact with employees like Marcus to make sure that we're delivering conversational, modern experiences that simplify the work that your teams are doing in service of keeping the human at the center. Now with all of that extra information that this manager might see, well, we're making sure that the AI investments being made in Workday are in service of emotional intelligence, of delivering higher quality output in whatever way that means to your organization or your industry. So I'm gonna pop back over here, land on our slides, and close out with a final message here from Jason and see what q and a might have come up. Let me get this back in front of the group here. You saw a lot of capabilities there, both embedded within our core, but also some elevated agentic capabilities that our customers are going to have access to, some that have been delivered and are in production, delivering value and outcomes already, and a couple that are coming very soon to a workday near you. And we're really excited about that future. Speaking of the future, Jason, let's hand it over to you to close this out. Thanks so much. Well, I just wanted to I figured we'd wrap with a hopefully, put a bow on everything. You did an amazing job, Chris, outlining all of the great technology that we have available for our customers and stuff that's coming. I wanted to give everybody some actionable takeaways based on what you heard today. So one, first and foremost, I see this over and over is focus on relevant use cases that drive outcomes. You know, one of the things about building success is making sure that you evaluate what are the business challenges, what's the impact. You saw some examples of that and what we shared earlier and some of the the technology Chris went through. Make sure you're you have bets. What I what I find is important is if you get the bets right, you earn the right to come back and do more AI projects and that value in business case and the governance to turn these things on becomes easier and easier. Second, upscale your HR teams and and get them to start understanding AI tech, data literacy. This is not only a skill they need, but the AI for HR is a lot of what Chris showed you, but the HR for AI is coming, and and those things are gonna be really important to how HR evolves moving forward. And finally, if you aren't excited about the, the new Workday experience that Chris showed, I I I think it's gonna be amazing, and we wanna make sure everybody's taking the chance to opt in to that new Workday experience. That's gonna be starting available on January 31. You can opt in to the new Workday experience. So look for more coming on that. Super excited. With that, I think we have just a few minutes left, Jordan, for some q and a. So I don't know if you have, any questions that you saw that might be worth fielding to Chris or I. Yeah. Sure. For for those folks that, are really dedicated and and stuck it out with us. One for you, Chris, on our users engage with Workday primarily through Slack or Teams. Can we still take advantage of the Sana acquisition in some way? Very appropriate question. And and the short answer is yes. Absolutely. So we continue to be committed to that natural workspace experience. And one of the things that our my technical audiences are often excited about on that topic, you know, is it's not just the front door or the user experience layer that Sana is rapidly accelerating for Workday, but it's also the technical underpinnings that they're bringing to the table along with their amazing talented group of people that we're gonna be embedding within our core and making our connection points out to other places, whether Slack teams or even proprietary tools, that much easier to build into and then maintain over time. So short answer is absolutely yes, Jordan. And then one final question, for you, Jason. I guess just and you kinda spoke to this in takeaways, but just sort of practical next steps for folks looking to get a little bit deeper in implementing both some of our AI features and AI agents. What where do you think they should start? Yeah. I think listen. If you need help, contact your Workday account teams. We'd be more than happy to sit down with you, help you navigate that. I mean, coming out of all this great great content, I get often asked, where do I start? My answer, you know, off the off the cuff and without sitting down with you and understanding exactly what your business strategy is is really do a do a diagnostic. Are there business strategies? Are there corporate objectives you're trying to hit? Are there painful areas that, you know, we would have high ROI if we're able to add agents? And I my recommendation is this, start with a high ROI use case, something that, you know, is available, you can deploy now, that will drive business impact. Because like I said earlier, Okay. you earn that right to come back and do that second, third, fourth AI project. Once you start to build that foundation, actually, the business case becomes quite easy. It's like, I wanna do more of what we did with that last agent, and then the funding and the the business collaboration alignment is there. So oftentimes, it's picking that right initial case. If you're already on that journey and you've got initial use cases underway, then I think it's really about selecting ones that that sort of complement that strategy. So it's not just piecemeal AI running around that doesn't necessarily complement or or build to a strategy. So those are off the top of my head. We'd be happy to obviously you and your account team talk more strategy. So that's the the quick answer, George. Perfect. And thanks again to everybody for attending. We're coming up just on the end of time. I think that's a perfect way to end things. So thank you again, Chris and Jason. Excellent content. Thanks for those who attended, and have a great rest of your workday.