Name: The Future of Work for Non Profits
Uploaded: 2026-08-24T18:19:20.885Z
Duration: 56 min 56 s
Description: The Future of Work for Non Profits

Transcript for "The Future of Work for Non Profits": us today. Yeah. Excited to be here with everybody. Let me give it just a few more moments. Let folks start coming in from any additional meetings they may have had today. Give everybody an opportunity to join us live. Well, I can see some folks starting to pick up entry here. We will kick off in just one more minute. There we go. I'm starting to see a little bit more steam pickup. So we'll get another thirty seconds, and then we will kick off our webinar today. Alright. Well, welcome, everybody. Thank you for some taking some time. We just wanna thank everyone for joining us here, for our webinar on the future of work for nonprofits. We are here to help with the perspective on AI strategy and responsible adoption at growing nonprofit organizations, And we're really excited to have you here today with us, and we encourage everybody to utilize our chat function for the webinar. We've got our solution consulting team led by Julian Jurgen standing by backstage, ready to take on any questions that you might have or might think of during the presentation today. If you're having any audio issues, please go ahead, close out, and then rejoin us. This typically fixes any issues that you might be running into, per our our, tech team. So, we'll go ahead and kick off here, and we just wanna start at a high level and explain what we'll be getting into today. So the goal of today's session is to not walk through just a catalog of features or turn this session into a traditional product demonstration. The focus is a little bit more practical. We wanna focus on how organizations like yours are thinking about AI strategy, where AI can come in and help reduce administrative friction, and how to approach it in a way that's governed, secure, and grounded in your people, finance, and operational data. We know that AI can mean a lot of different things depending on who is in the room. For some teams, it might look like a productivity tool. For other teams, it might be, automation or analytics, employee self-service, or even risk mitigation. So today, we're gonna keep this conversation anchored in three specific areas, your people data, your money data, and the operational foundation that connects all of them together. So today's session will be recorded. We do encourage you to share the recording with your teams. We're gonna be posting this recording to our content library for future reference and to share with others at your organization if they weren't able to make it today. For the current customers of Workday who have joined us, please share this, recording with your system administrators or your Workday leads who, again, couldn't join us today, who might be, evaluating your AI rollout strategy for our upcoming release cycles. So before we get too far, I will also call out that any decisions, should be based upon currently available functionality. If we do reference anything forward facing or road map oriented today, we're gonna make that very clear for you and the team. Our intent here is to show practical examples of what organizations can use today and then give you a sense of where this type of technology can take you over time. So as we get into things, just put some, faces to name very quickly and some quick introductions. My name is Steve Steve Woodcock. I'm a nonprofit account executive here at Workday. I've been working with nonprofit organizations for the past ten years or so, on digital transformations, and that encompasses everything from ERP to HR to now more than ever AI transformations. I'm joined today by our solution consulting team, as I mentioned earlier, of Sabrina Jones and Julian Jurgen. So, Sabrina, if you wanna do a quick, introduction for a brief moment. Absolutely. Hello, everyone, and welcome. My name is Sabrina Jones. I have, worked in a solution consulting role for about ten years, helping organizations plan that next technology transformation. I'm really excited to be here. I do have a twenty year background in HR management, but we're gonna be showing you all things today around even the HR and finance side of the house when it comes to our AI strategies. So thank you for joining us. Absolutely. Great to have you on. And, Julian, as I mentioned, will be running the chat for today, in the background. Okay. So I think we're gonna be in great hands as we work through a lot of the AI use cases we have today between the three of us. We work specifically with mission driven organizations. And what we wanna share today is what we're seeing across the sector, what's working, what isn't, and what's changing very rapidly as we all know. So, again, this is not just a strict product demonstration. There aren't a bunch of feature lists. We wanna talk about the forces that are converging on the nonprofit organization and industry right now and what organizations that are navigating those issues are doing well and doing differently. So for those of you who have already partnered with Workday, the goal today is to help you move from operational maintenance to more of a business transformation by activating the built in AI capabilities that you already have. So if you're unfamiliar with Workday and you haven't partnered with us yet, we've been at this for a while. We have been embedding AI and machine learning into our platform for over the past ten years, and we hear a lot of similar themes from nonprofit leaders related to a lot of the underlying or fundamental issues that just persist in the industry despite the speed of growth, especially with AI over the past three years or so. And a lot of those challenges revolve around talent, rising complexity and day to day operation and pressure to show that you're making a measurable impact. So, increasingly, a lot of those conversations that we're having, end with how can AI help us. And that instinct is correct. Right? The AI train is leaving the station. Everybody wants a a good seat on the train, but the organizations that benefit aren't the ones that are chasing the most tools. They're the ones that start by asking what decisions do we need to make about our people and our money, and what data foundation do we need so that AI can support those decisions responsibly. AI is only going to be as good as the data that you built it off of. Now, again, if you're already a a Workday customer and partner with us, congratulations. Your data is unified. But the question now becomes, how do we start leveraging AI inside of that clean data foundation that you've already built? So as we progress today, think about the discussions that are surrounding AI at your organization. How often does the discussion explicitly connect back to concrete workforce and funding decisions, like staffing a site or managing an audit rather than just generic productivity gains. Right? Tools are great, but outcomes are the most important factor here. Let's take a moment and walk through the landscape for leadership. Right? And as we again, we connect with these nonprofit organizations and within the industry, we're consistently seeing the three big pressures, talent retention and staffing stability. You are competing for valuable employees in a very tight labor market, and turnover can impact your organization twice. It costs more to hire a new employee, and downstream, the effects can be felt by the constituents that you serve. There are a lot of disconnected systems and a lot of manual work out there. Right? HR, timesheets, payroll, financials, all of these typically live in separate places. And that turns your HR and payroll and finance and IT teams into what is effectively human middleware that rekeys and reconciles all of this data together, and that leads into a reporting and compliance burden. You've got grants. You've got private funding. You've got program revenue. All of this requires proof that your funding is spent correctly and you're producing quality outcomes. A lot of that evidence has to often be assembled manually. And for our current clients, you know what you know that your data lives inside of Workday, but what are your managers able to do within those business processes that you've built? There might be even more efficiencies to gain, and AI is how we compress a lot of those clicks into automated actions. So when we talk about AI, it is in service of a very simple goal. Give your teams the time and insight back so they can focus less on mechanics and more on strengthening programs across all of your divisions. And so at a high level, let's talk about where most people's minds go when we say AI. Right? Most of us have utilized tools like ChatGPT or Microsoft Copilot or Gemini or Canva. And, you know, for the audience, think to yourself, what tools are you using today? Right? How did you come to that decision? Was it based on what's available? Was it based on what's convenient? Did adoption dictate your strategy, or are you building a strategy for responsible adoption? These tools are fantastic tools that a lot of organizations are using, and they're certainly powerful for a lot of generic tasks like summarizing content or drafting communications and emails or generating images. But by default, they don't know your mission. They don't understand your organizational structure, your funding rules or any of your policies. They don't know which positions are grant funded or core funded or which approvals are required or what might be auditable for your board or your funders or your regulators. And for our current partners, you brought Workday in to eliminate system silos. Introducing third party ungoverned, AI tools reintroduces those exact same risks. So Workday AI keeps your data secure within the boundary that you've already accredited. That's why so many nonprofit leaders say that ethical and responsible AI use is critical, but they struggle to see how consumer tools can be deployed safely in a regulated environment. So without your people and your money data all governed by that security model, you can't use AI responsibly at scale. And the answer for Workday starts a little bit earlier in the discussion with that foundational data and how it's treated within your organization. Now the reason for that is when we talk to organizations, the default plan is to treat AI like that set of tools instead of an actual strategy. This can actually expose or amplify a lot of the same issues that you already have with that inconsistent data and those manual workarounds That creates unclear ownership, and, eventually, you know, you hit security concerns. A lot of teams start with the point solution. HR might go out and find one tool. IT might go and find another tool. Finance might find another tool. And those tools are great in isolation. But if they're not connected and governed by a foundation, you're gonna reinforce those silos within your business or, worse yet, you're gonna develop more silos than you started out with. So that's where this AI execution gap shows up. And the main reason is not technology. It is operations. You've got scattered data across these solutions. There's unclear risk and accountability. Boards and funders are gonna understandably start asking where is our data? What models are using it? Can we stand behind the decisions that are being made on behalf of your constituents? And permission driven organizations, that matters because all of this administrative burden is not just an internal inconvenience. Every hour spent reconciling this data and chasing down approvals or answering the same questions over and over and over again. That's time that could be redirected toward your employees, toward your programs, toward your communities. This looks a little bit different for our active customers. The execution gap can sometimes look like shelfware risk or feature paralysis. You might not know which step to take next or how to adopt this centralized strategy. So we're gonna show you how to bridge that gap using the governance rules that you've already established, and that strategy and that concept is the basis of the Workday methodology. So as we kick off today's webinar, we wanna first discuss what we first do as the crawl, walk, run methodology and what's fundamentally different about Workday's approach to AI. So, again, these AI strategy discussions that we've been having typically begin at the top of this slide with a chatbot or a point solution, some kind of agent. And then teams will take data out of that secure environment without context, and that can create a security risk. And then they'll dump this data into another tool and try and compile the answers, Or they'll attempt to connect that tool back to the organizational's data, or, you know, with the permissions and processes that you've developed. And what we see now is that this ends up creating an integration and governance project before your organization actually receives any actual value out of solutions. So Workday starts at the bottom of the slide, what we call a unified foundation. And, again, we have been at this for a while. And over the last twenty years of existence, our customers have configured organizational structures, policies, processes within the Workday solution. And as a result, this isn't just data. It's the context for how your organization actually operates, And this matters because more generalized AI models might be able to generate a plausible answer for you if you ask it a question, but it's not gonna inherently understand the organization. Who is allowed to see compensation information? Which positions are grant funded, what approvals do we need, what policies apply to particular employees. Without that context, AI can certainly assist around the edges of work, but it can't safely complete mission critical work. So Workday embeds this AI directly into the foundation containing that context. Our tools operate with the same security and permissions and business processes that you already use. So when Workday AI acts, it is permission aware. It follows the appropriate workflow, and it leaves auditable records behind. Governance is built in rather than being added as a separate work stream, and that is the first key difference with Workday's AI. Workday doesn't give AI access to data. Workday gives AI governed business context. The second difference is how Workday helps connect insight to execution. In all the evaluations that you've been going through, you might have seen stand alone tools that can identify an issue or recommend the next step in a process. Workday can actually help you move the business process forward. Once that unified data foundation is set up and you have core applications running off of that data, this is where we introduce the walk phase or the AI capabilities that we call agents. So think of these as digital helpers that assist your team with real world business issues that are derived from this operational and business process that you've already set up. This way you're not sitting around left asking how do we use this tool to benefit our organization. You can adopt AI, through Workday built agents and assign the appropriate security access for them within the solution. We paired that with a very important philosophy that we call human in the loop. So agents help with business processes, surface insights, and make recommendations, but the people at your organization always make the final decision, especially when it touches things like staff or pay or funding. Again, the goal is not to replace people. The goal is to augment your teams, reduce that friction, and let your team spend less time acting as the glue in between your systems. And now that the agents understand things like your org structure, your cost centers, your grant terms, and your policies, and they operate while inheriting that security model, they can automatically respect the role based permissions and the approval chains that you've already configured in the crawl phase to do things like answer an employee's questions based on eligibility rights or detect a payroll issue or route for an approval or surface a financial risk. And, again, because this is all within the controls that your organization has already established, that is how we make AI operational. It's not just talking about work. It actually helps you do the work. And the third difference is how we help customers scale responsibly. Now we're gonna start moving up this graphic into the run phase so your team can introduce more agents from the Workday solution or third party enterprise tools, and you can manage those agents and work across several different solutions for that single user experience. This is actually we're gonna be starting our demonstration today, and this is gonna be leveraging the Workday Sauna tool that you see at the top of the screen. So think of this solution as the conductor to the orchestra. Right? It's giving you that view of what a future state can look like at a fully AI operational organization. This is extremely important beneficially because you don't need to create a separate AI foundation or ask your teams to stitch together another set of disconnected tools. You can build from the people, money, and operational data that you already have and adopt AI for specific use cases at a pace that is appropriate for you and your mission and your organization. But before we get there, let's reiterate very quickly the crawl, walk, run approach crawl. We're establishing that unified data foundation for your trusted security and data and business processes within the core application. Walk introduces these, built purpose built agents into these high value workflows that you've already developed so you can reduce the administrative work while keeping people in control. And finally, run is where we're gonna connect agents across HR, finance, legal, IT, and the wider enterprise with that centralized governance through the Workday Sonnet platform. That is the workday value proposition, AI that understands how your organization works and acts within the rules that you already trust and gives your people more capacity to focus on the mission. So as we start handing things over to Sabrina to show us what that true future run state can look like, I'll remind everybody here that the focus is on outcomes. How can AI help us achieve our goals? What can our organization do in the future with the efficiencies that we're gonna gain? From there, once we run through the run phase, we'll take a step back and go through the walk phase and look at practical examples inside of Workday, employee self-service for things like time off or total rewards or career development, truly that whole person support that you're for your teams. Then we'll look at how to ensure that your teams feel confident mitigating risk with payroll support and integrity. And finally, we'll address the important factor of financial stewardship for your constituents and your regulators through audit workflows for the finance teams. Again, these are all built upon the crawl stage, which, as we've stated, is the foundation. Get that data, those processes, that security correct so that the organization can adopt AI responsibly at the right pace. And, again, for our current customers who are prepared to start the adoption process, this this is where we start to meet your teams where they're at. You've established this governance. You've established the security in those profiles. You've got that clean foundation for your data and for your AI to be built off of across your organization. Now at your pace, you're prepared to leverage that data and automate even more processes, reduce even more friction, and take the next step into a dynamic, integrated, and AI AI powered platform. And with that, let's start with Sonra enterprise. This is the run or even the marathon, if you will. This could be, again, a future state where everything is integrated and you see a full AI adoption across all of your teams. So, Sabrina, let's show everybody the new front door to work. Absolutely. Thank you, Steve. So for those of you that are customers, you recognize our home page here where all things land to help orchestrate your day. For our if you're not a Workday customer, this is that great place where everything comes together. And as you can see, we have that wonderful Workday and Asana banner that's really promoting our new, Sana platform to bring all of your enterprise solutions into that front door of work or that single pane of glass. And what does that mean? That means that it's giving your employees and your leaders one place to interact across all of those enterprise platforms while being grounded with the core of Workday. And as Steve said, the security, the governance, the business processes, the policies that are documented in those areas. Let's see it in action. We'll do something simple that almost everyone wants to know at some point. What is my PTO balance? Right? We wanna make sure we know how much time we have, when we can start to schedule those holiday times. Can you believe it's holiday time coming up? I'm quickly given my results that are directly related to information that sits within Workday. I'm provided my PTO balances, including the breakout of different leave types that I may be eligible for. Now this is a direct link to Workday and Workday information, but how do we then expand that to bring in your enterprise solutions? Let's talk about things like Salesforce. A lot of organizations using Salesforce Force and having to go and update records inside of Salesforce, but you have to look at your calendars, and you can see that this is happening in the background very quickly. I can look at my sources here and identify that it looked in my teams, it looked in my Outlook, it looked in my Salesforce to identify if there are any new updates around this particular opportunity. And it does have a requirement for me to update the budget for this particular Salesforce item. Now, again, this is Workday's Asana platform, so it's inside of that area connecting you to all of your other enterprise solutions. And keeping that human in the loop, I get to validate if this is accurate or not. Is this a true update I want to make? Updating that item with a quick selection of the button is gonna send that information into Salesforce and make that update for me. Now we all have tasks. Steve talked about removing friction and manual processes. One that I think everyone can relate to here is expense reports. Feel free to throw a thumbs up or a question in the chat if you have this issue, but expense reports can sometimes be daunting. So how can we help you with our front door to work using Workday and Asana? Simply asking, create an expense report on in policy receipts. That's the key component. For any of my accounting teams on the phone or finance teams. We know that in policy distinction is very important. As you can see, we're seeing what Sana is doing, what Workday is looking at. It has gone out to my emails, my calendars. It's picking up if I have receipts in my inbox and delivering back to me the results with a very clear indication that I purchased a book that was not in policy and is ineligible for reimbursement by the company. Let's talk and think about the time that that saves and how many people that saves time. I love the heart. Thank you for that. This is something that is often you send an expense report in, the manager sends it back for correction or misses it, and then accounting is having to send it back. Well, this is removing all of that interaction upfront. You cannot be reimbursed for this particular purchase. But down below, you have a hotel stay, flights, a team dinner, All of the associated data behind that that was picked up with an email, Outlook invites, and those receipts are gonna be present. Now if I wanted to go in and edit this, I could hit that edit button and be directed right to the expense report that it creates within Workday. However, we're gonna choose to submit that report and have it move forward. Now what do we have to do next month? The same process. We have to do our expense report again. Well, what better way than helping your individuals to create efficiencies is allowing them to create a workflow that does this automatically for them. So individualized agent building that allows a workflow to be created and scheduled so that this exact inquiry into Workday Asana is happening every single month. And this is really powerful here because it's letting you know what happened when I asked for that expense report to be created. It searched my inbox. It gathered context from my calendar. It verified against published expense policies, and it created the actual expense report inside of Workday ready for submission. The next piece is the request for review by that appropriate individual. That's that business process and that foundational component that Steve was talking about here, ensuring that it is routed to the right person. Now, Steve, have you ever been late on your expense report? No. No. Not me. Not even once. I will say the same. Well, you know what? Maybe that means that, if you're like me and maybe a little late sometimes, you wanna nudge the individual who nudges you to get your expense report done and just let them know I completed it on time. Yeah. So we can that would be helpful for me. I I might have, I might have fibbed a little bit there. right? Maybe a little. You know, honesty isn't everything. So we now are able to let our individuals know that we have created and sent in our expense report. You do not have to send me the reminder this month. It is completed and done, and nobody has to know that agent did it. But I'm gonna save this agent, and I'm gonna select for it to run on a regular basis so that I don't have to think about my expense reports anymore. I'll get a nice little message within my communication, whether it's Teams or Slack or inside of Workday, that my expense report is ready to be reviewed, human in the loop, and sent forward to go through that great process. I hope that you can see how this can save not only you, but also your accounting team a lot of time in chasing down missing or late expense reports, and keep Steve and I off of that list. That's right. That's right. Excellent. Well, thank you so much, Sabrina. It is really incredible to see what is possible with context and the right foundation. And as we kind of move toward that, run phase as an organization, what's possible? So let's talk quickly about what gets us closer to that run phase and see some outcome based use cases that are a little bit more firmly in the walk phase, leveraging technology built into Workday. So we talk about a lot of the challenges that we look to address with AI, especially something like competing for and retaining talent. A major reason that we see people looking around at different organizations or leaving companies is because the software actually becomes the barrier. The experience day to day, not knowing what great benefits your organization is providing them or any opportunities that folks might have to better themselves at the organization. And so when you empower your employees, you seek all of the answers to these questions. Their lives get easier. They don't feel like they're stranded, and your lives get easier because you're not having to walk, folks through, HR tickets and spend time and hours on, HR tickets every single day. So Sabrina's gonna dive into what we call our self-service agent. Imagine cutting your internal HR ticket volume by 40% just by giving your staff conversational agents that can accurately answer policy questions based on your specific organizational policy. So, Sabrina, take us away. Perfect. Thank you, Steve. So we're just gonna pop back over into that awesome Workday landing page here, our home center. And this is where we're really seeing that middle zone of before you get the enterprise level, what is available within Workday today to help out? And it all is about the conversational text. I'm sure we're all hearing a lot about conversational text and conversational AI today. Well, this little button brings up my wonderful helpers that sit next to me. Again, this is grounded in your security and the governance that you have. So my self-service agent would be that employee level everyone access agent that is gonna help anyone in any role. Really, kind of the whole organization gets access to that. And a key piece, I wanna show you that you don't have to have that Asana enterprise to get some of the same answers. You can also do that right within within the Workday self-service agent as you work towards that marathon run of AI goal. So here we're gonna say, what is my PTO balance? And it is, again, going to tell you what it's doing. It's thinking about how to help you. It's checking your time off balances, and it's gonna pull that information directly in to this conversational chat and provide it easily. Now, of course, you can go to a calendar, and you can go to your profile, and you can look up your time off in many ways within Workday. I'm happy to show you those at a later time, but right now, we're just focused on how can we simply ask questions and get the response and the support we need quickly. Whole person support is something Steve mentioned, which is really a lot of what we're hearing about making sure, especially for nonprofit organizations, is making sure that we're communicating to employees their total rewards, their different information that can allow them to be able to see details about what is happening in their world and what would give them reason to stay and be retained by the organization. So here we have that total rewards, the steps that it went through to be able to develop, what the total rewards are. So there's always indications and clear outlines of how this information is being brought forward to you, and we're able to see a nice listing of our base pay, any kind of pay grade that is published, grants or bonuses that are eligible, and really gives a clear identification to what the total value of my compensation package is here. But the next question that is often looked at in this area when we think of whole person support is how can we develop? How can I bring my career forward with the organization? I want to grow. I want my next opportunities. So asking that development question is, again, able to provide back to us through the look of company policies, your specific profile as an employee to access what you have eligible to you, and it provides those professional development programs and tools that your organization is giving out. So whether that be tuition reimbursement, whether that's career and progress check ins. If you're a current customer and using our career hub, you know how powerful that can be in looking for new opportunities. So lots of great ways for us to be able to use that self-service agent to service out details to our employees to have that whole person support and help us do what's really important, retain our individuals and ensure that they know exactly how valued they are in the organization. Yeah. And when we think about this from, an additional perspective of your HR teams, right, we we partner with an organization called Ochsner. It is a US academic health care system, and their VP of HR service and delivery, has told us, I truly believe that if we take one thing off of our team members plate and allow them to focus more on their role, their patients, their family, we're directly impacting their experience and quality of work. So there's a direct implication retaining your staff and all of the great folks that, you you bring aboard to ensure that they're happy and they can get the answers that they need quickly and reliably. So really appreciate, that that use case. And, it actually reminds me of conversation, that I was having with the CHRO a few weeks ago who was evaluating how to utilize Workday, and get this level of sufficiency at her organization. Her desk was actually centrally located in the middle of the office, and she ended up moving to a room that had a door on it because people would stop by and ask her questions related to time off policies or career opportunities because they just didn't have it readily available for self-service. So she was very happy to see what, what self-service agent was able to do for her and her team and refocus a lot of that time more on attracting and retaining great talent out in the Bay Area there. So, let's move on into operational integrity here. Thank you for that that, demonstration, Sabrina. But in terms of talking about operational integrity, this can have a lot of different definitions From an HR and finance perspective, the most important factor that we see is the question, are our dollars and funding going where they're supposed to? And if someone were to ask questions related to something like consistency and compensation, would we be able to tell them quickly and accurately? If people have questions about that, that compensation, can we generate those answers, reduce any friction that they might feel about such an important topic? What kind of analysis can we perform on our pay structure? So as an example, we're gonna dive into an overview of our payroll agent. This is a a really important tool to help mitigate risk and detect errors in payroll proactively. And, again, you can trust the answers and suggestions because they're derived from that foundation that you've already built. Perfect. Thank you, Steve. So I wanna introduce that the individual I am logged in to Workday here is an HR professional who has access to all payroll data and is responsible for the process of payroll processing, administering that, and final approval here. So they have access to our great pay cycle command center, which is where all things payroll come together. I spent twenty years doing payroll, so this is a really exciting component to what we're able to bring this team. I'm gonna again engage with that that agent, but what we're gonna do now is take this little arrow and drop it down. Here you're seeing a list of our current agents that are available and active for our customers today. We're gonna focus in on our payroll agent and start a new conversation. Now you can see here on the left hand side that I have two specific payroll groups that I run, so a little bit of complexity there. But what I'm gonna do is simply ask for an insight about The USA weekly pay group. It's a very broad statement. Just what insights can you provide me about this particular pay group? It's not asking for a certain error or audit alert, but it is asking if there's anything that is relevant or interesting going on in the payroll. Steve, we always want our paychecks to be accurate and timely, don't we? Absolutely. So what better way to see what kind of insights are available that might be able to help us get those even more accurate and even more timely potentially? And this. is right sorry. What was that? Oh, I was just agreeing with you. Yes. So as we go through this, it's analyzing these results, and it's going to provide back just an overall and broad statement about that particular area. A few things I wanna highlight on the left for you though, we always have reporting, so I want to make it clear that you can look at this reporting as well to get lots of information. But what happens when you run a report? You get to do the analysis. Well, what we just saw in a few moments is that I asked a broad question about insights over payroll, and that analysis was done on my behalf. I am still the human in the loop here that gets to look at this information. But when we look at a report and we get these vast reports and we download them into Excel and we create pivot tables and look up tables to find things out, normally, we find something we weren't looking for. Right? Well, this is where the AI payroll agent can help pick those things up for you. Key observation. Your most recent pay period shows lowest gross pay in the window, and it's a 15% dip from the peak of any other payroll. I'd be concerned about this. Now this observation could be someone that is processing payroll and sees that and wants to go back and look. This could also be someone from a controller that's just kinda doing some analysis of payroll and then needs to pick up the phone and ask a question. Well, that pick up the phone moment is where you can still begin to have additional conversation within the payroll agent and find out what else is available. So getting recommended questions right after that initial request is gonna help guide you through even more analysis before you have to call your payroll team. But what if we wanna evaluate a particular individual's payroll? I know that most of the time, Friday, 04:00 on a payday is when I would get these calls from employees. The phone would ring and it'd be, someone's off on my payroll. Could you help me figure out why my last three paychecks look a little different? And that means going to that employee's record, printing the checks, or going to a report, pulling up, looking at them side by side while on the phone and really wanting to start your weekend. Well, right here with the payroll agent, I was simply able to ask it to do all of that work for me. In a matter of seconds, I'm able to continue that conversation with the employee and say, you know, each one of the payrolls that I'm seeing are exactly the same. Let's set up time Monday, and we can talk about this maybe. Just a little guidance there from whether it's about the entire payroll that you're looking at or a particular employee over a period of time. Now anomaly detection is the key thing when it comes to payroll practice. We are responsible as payroll practitioners to ensure that every needle in the haystack is found, that every variance of a penny or more is identified, and that often requires a lot of reports and looking at different things through different lenses to identify where an anomaly might be. Serena, Well, how did you do that when you were a payroll practitioner? How are you doing that in the past? it it was paper highlighters, which I still do love a good. set of highlighters, Steve, and a lot of colored pens. So I would sit and do side by side comparisons and circle and highlight until I found where that penny was. There we go. Well, used is the new highlighter here we're looking at. Right? that's right. This is the new highlighter. Maybe we should talk to product and put some colors in here on on this for us. But as it's going through that detection, you can really find out more and more detail. But in addition, you can always go back in time and see if you've had this conversation in the past. So if I look through my results here, I can go back and reference what I found. So maybe it is that Friday at 04:00, Steve, and I wanna get my weekend started. Right here, I can focus back on this on Monday. And some detection was found in some anomalies around this particular payroll. I have some historical average gross differences that I can take a look at with those specific employees identified, And look at that. We do have our color indicators. As I scroll. down, I get my yellow highlights. That's maybe the warning, not as critical as my red. And I'm able to quickly review some of those anomalies, ensuring that at the end of the day, I get a summary of those findings that are telling me exactly where to pay special attention and where to drill in further. And, Sabrina, this is a lot of great information, but it's a lot of really sensitive data. Can anybody just query these questions into their agent, or how does that work? It's a great question. So if I were to take this back and move into my self-service agent, and let's just say that I wanted to ask that same question, it's going to provide me a no go response because the security is attached and connected to the agent that you're using. So with Workday and our role based and eligibility based security groups, only individuals that have access to this information are going to be able to, one, see the payroll agent and, two, be able to get any insights from it. So if you don't have the security, you don't get a response. Great. That is fantastic, Sabrina. Thank you. The last thing that I wanna do here when we think about the payroll agent is talk about taking action. A lot of the prompts that we've seen so far are about gathering data and details. Tell me if there's an anomaly. Tell me what's interesting. Tell me how much time I have in my PTO balance. But how can we have AI help us take action? Well, a big piece to payroll is making sure that everyone is on direct deposit because we have grown out of wanting paper checks in our drawers, in our desks, and being delivered to employees. Direct deposit, pay cards, those are the ways of the future. So I've asked for the payroll agent to identify any workers that do not currently have a direct deposit set up, And I get that human in the loop moment. It's asking me, are you sure that you want me to look into this information, and do you want me to go ahead and notify these individuals that they are encouraged to set up direct deposit. Well, with the simple approve of that button, I am now going to have Workday and the payroll agent work together to send those notices out to every employee without a payment election and let them know that we would really prefer that they they go ahead and get that set up. In addition to that, it's going to give each leader an alert that lets them know these are the individuals in your particular organization that do not have a payment election set up. Maybe you could talk to them in a one on one and recommend it as well. Lots of support for our payroll teams on that payroll agent, Steve. Absolutely. Well, thank you again for showing us that fantastic demonstration. These are some fantastic examples of just how powerful AI with context can be. Right? You've got policy context, permissions, data, all working together on your behalf. And one of our customers, the Key Foods is currently utilizing our payroll agent, and they were very bogged down with a lot of slow data retrieval processes. Instead, it created a bottleneck in a lot of critical decision making, meetings that they were having. It really stifled a lot of their strategic insights. So they adopted the payroll agent, and they came back to us and told us in under a minute, not only did we run complex pay analysis, but we also got immediate root cause breakdowns of the changes within that payroll agent. So, again, easy adoption in day to day use cases that's rooted in that foundation for us. So, finally, we're going to emphasize the power of a truly connected solution when it comes to auditing and reporting. There's a bridge between HR and finance. It runs through payroll and grant reporting, and it helps that tell that story of how effective your organization is in delivering on your mission, especially at that executive level. So Sabrina's gonna wrap up our demonstrations today with the financial audit agent that helps your teams find and mitigate risk and build out those reports all in real time. So Sabrina, take us away. Absolutely. So just to point out, we're gonna shift gears, and we are now logged in and representing more of a financial role. So this is my controller in my demonstration here. Lots of access to more financial related details such as supplier invoices. Right? What are what is happening with our supplier invoices? Where are we at? And the very first thing that jumps out to me is the priority section here of our dashboard, which is indicating that I have late work orders, late invoices going out. And that may be something that I need to evaluate and do an audit request on. Now there's two times in which audit requests are really key. One, when you're trying to find out information, and two, when you are going through those internal audits, whether it be your payroll audit, a financial audit, a four zero one k audit. And with our audit agent, it is here to support you and help you along the way. So we're gonna go ahead and start this process and put in an audit request to ask for some assistance on finding out more about those invoices that are currently late. So we're simply gonna name this supplier invoice documentation, and I'm gonna ask for this to return all supporting documentation on three different invoices, those three late invoices. And as I send this request in, there's gonna be an analysis process that AI runs through. It's looking at what I'm asking, and it's delivering back those audit pattern or parameters here. Now I also want to to mention here that when we go through audits, I don't know if you know this, Steve, but we only wanna provide what the auditor asked for, no more, no less. So we have the ability here to have our document types. When you get whether, it's a control listing from your auditor or whether it's information you are looking up internally, you can simply select which one of these document types you want to be provided back to you based on this invoice. Now all of these document types and information sits and exists right within Workday. So it is querying the information that we're looking for. And that quickly, it was able to pull any documentation on those three particular invoices. Now I have a generate package button here for each and every one of these particular invoices. This is where you could package this up, maybe send it off to your accounting team and say, I see some concerns around these invoices being played late, or from an auditor perspective, package this up and send to the auditor exactly what they asked for, no more, no less. Really keeping this, activity of going and searching for information and finding those documents and pulling them into a record, minimal. So we can simply download this package. You'll see it pops up into my download here. Everything that is available for those invoices cleanly put together in a matter of moments. Yeah. Absolutely. And this actually reminds me of, one of our customers came back and told us it's, Genesys. It's a cloud technology company, that the financial audit agent gets them one step closer to a no touch audit where they aren't spending enormous amounts of time pulling all this information together for their auditors. It allows their audit team to pull these invoices by themselves and make their audits that much faster. So we're not bogging down our resources when, audit time comes around on the calendar. Audit time was always fun, and for some reason, always scheduled at the same time as a payroll processing week. Steve, can I show one more quick thing? Yes. Yeah. By all means, we got some time. Wonderful. So I also wanted to take the opportunity to highlight something for everyone because it is one of the key things that we hear when talking organizations, and it is we need reporting, better reporting. We need our reporting to be available and easy and informative and accurate. Well, that is where the core of Workday comes in, creating that data foundation, creating that clean state of data, then leveraging the powerful reporting that's available within Workday to be able to get you the reports you need. This is a nice report here that's giving me information about my positions within the company, who sits in those positions. And as I scroll over, you'll even see it starts to outline the total base pay and cost center and allocation details for everyone in the organization. This is one of those reports that, for me, I think of when I get it and something looks a little off, I go into over analytical mode, and I wanna review every single thing about it. And that's where our core reporting agent comes in to help you. So not only is this an agent that's gonna help you analyze the details of your report and get to the bottom line faster, but it's also going to provide you some areas that it has decided might need to be looked at. So as we look at some of these, I wanna point out what is the average analyzed base pay for each job profile. This could be a particular piece of interest during your compensation review process where you're starting to budget for next year, understanding the annualized base pay for your jobs, identifying those salary survey time periods, and finding out based on where we're at today, tell me what those average base pays are. So as it analyzes this report, it's looking at all of that detail and context for you. Steve, salary surveys can be a beast. They take a long time to review and enter sometimes, and Workday has really found a way to streamline that and ensure that we're able to have those salary grades in place to make this process easier. But we'll pop this open and just take a look. And as you're, you know, kind of talking through this as well, I'm kind of reminded again of some of our customers talking about ad hoc reporting. If this isn't a report that they have built out and it's something that they wanna potentially build out themselves, that either lands on IT's desk or, you know, you might have to go and talk to a consultant. And I've seen upwards of, you know, 26, $2,700 to, bring a consultant in and and configure a report, and, you know, it's just baked right in here, within the Workday system ad hoc. Absolutely. Thousands of reports available to give you any data at your fingertips here. So we quickly quickly got an explanation of each one of our job profiles and that average annualized salary, but there's always a second or next question that comes up. So I just wanna point out that whether it's one you have in particular and you want to type in this section below or the ones that the reporting agent is delivering to say, here's some anomalies, here's some patterns, here's some trends that might need to be reviewed, might be of interest. It's a way in which Workday's reporting agent is helping guide you through the data that's at your fingertips so that you aren't pulling out that highlighter pack and starting to print paperwork. Absolutely. Well, Sabrina, again, thank you so much for walking us through all these fantastic examples. These are agents within your solution that can be adopted by your team embedded into that rich data foundation. I think most importantly, we're seeing how we can start to remove that administrative burden that has a direct mission cost. Right? AI isn't here to replace people. It's removing the work that gets in their way. So with all of our AI tools, we're looking to help your teams be more efficient all while while focusing on your most important assets, your people. The self-service agent we looked at makes it easier for employees and managers to get answers and complete everyday tasks on their own. It reduces a lot of that repetitive, question that comes through, HR or IT or finance, and it gives you that whole person support around your employee experience. The payroll agent that we saw helps payroll teams catch issues earlier, answer a lot of the questions that they might have much quicker, and reduce the risk of errors and compliance surprises that, are very valuable, for organizations that might manual or might be, managing several different types of employees or interns or multiple funding sources with very lean back office teams. And then finally, the the financial audit agent really helps our finance teams prepare for audits, and funder reviews with significantly less manual efforts, pull together, all of the supporting evidence that those auditors might need. So together, all of these agents give you insight into how AI can be trusted and governed in a way to reduce that workload and give people more capacity to focus on the constituents and communities that you serve. So this is the center of the conversation around outcomes, for the value here at Workday and our AI solution. So as we wrap up the natural question, what makes Workday's approach different from other AI tools entering the market? Instead of another standalone chatbot or one off tool, Workday is bringing AI directly into these systems where your people, your finance, and your operations work already happens. We start with those elements already connected. That means that you can do a lot more in terms of than just answering questions. Your teams can help move work forward across the business while still following those permissions and controls and having those important audit trails. So in this industry, it's extremely important because AI has to be trusted by both your constituents and all of your stakeholders. The reason we're able to do so much is because we try and make it so easy. Easy adoption, meeting your teams where you're at, leveraging the data that you already have to eliminate those silos between, your different departments, not reinforce them. Organizations want faster time to value, and we start with high impact use cases that isn't a governance exercise. We build off of the governance. So that's a very important distinction in this kind of new AI world that we live in. The organizations that are succeeding are not necessarily the ones that are acquiring the most tools. They're the ones that can deploy AI on that trusted data, connect it to real work, and then govern it consistently to measure whether it's producing value or not. So for our existing customers, that foundation has already been built. The opportunity now is to activate it deliberately. You wanna start with the processes creating the most friction, demonstrate measurable value, and then expand again at that pace that makes the most the most sense for your organization. That is the Workday advantage, trusted data, embedded governed intelligence, and a practical path from individual use cases to that marathon, to that sprint, to the enterprise wide transformation. So as we're speaking with your executives, we always end these conversations with this concept. You can have the best AI tools in the world, but if they aren't adopted responsibly and focused on outcomes, you're not gonna see enough of an impact. So let's talk about where we go from here. Additional AI material, if you should need it. We have prerecorded demonstrations of additional AI functionality across finance and financial planning, HR, payroll, and contract intelligence. We offer deep dive sessions with your HR, payroll, IT teams, and finance leads on priority use cases. We can offer a strategic system review. So we wanna get an understanding of what your current environment looks like, where your data lives, and how Workday can come in and help consolidate a lot of those tools to build that AI foundation. And then finally, we offer AI road mapping sessions. What's here, what's coming, and how to start the adoption process overall. So please reach out to your Workday account executives to discuss any of the options below. And with that, we wanna thank you all for joining us today to discuss the future of work for nonprofits and get a better understanding of a more valuable approach to AI strategy. Just as a reminder, we have recorded this webinar, and it will be available in the coming days to share with your teams. And with that, we'll close out by saying thank you again, and we hope you have a great rest of your day. Thanks, Thank you, everybody. everybody.