Platforms · Workday VNDLY
Workday VNDLY Implementation Support Services
Configuration and rollout support for organizations extending their Workday environment to cover contingent workers alongside employees.
Viltis provides Workday VNDLY implementation support to life sciences organizations already running Workday for their employee population. The attraction is straightforward: one environment holding both employees and non-employees gives you a real total workforce view, which is hard to assemble when contingent data sits in an unconnected platform. Getting that benefit depends on decisions about worker data structure, security, and reporting, and those are best made before configuration begins instead of discovered during user acceptance testing.
Overview
Total workforce reporting is the point
For most organizations choosing this route, the decisive argument is reporting. Seeing employees and contingent workers together, by function, site, cost center, and capability, answers workforce planning questions a standalone vendor management system cannot, because half the population sits outside it.
That benefit is real but conditional. It depends on worker records being structured consistently across both populations, on organizational and cost center hierarchies being shared rather than parallel, and on security configuration that lets the right people see combined data without exposing information they should not have.
Overview
Design decisions that shape everything downstream
The choices that matter get made early, and they are unpleasant to revisit.
How contingent worker records relate to employee records, and what carries across on conversion
Whether supervisory organizations include contingent workers, and how that affects reporting and security
Job profile and job family alignment between the contingent taxonomy and the employee taxonomy
Security groups governing who can see contingent worker data, rates, and supplier information
Cost center and organizational hierarchy sharing between populations
Where the boundary sits between recruiting, contingent engagement, and vendor management processes
Overview
Working with an evolving product
This is a newer entrant relative to long-established vendor management systems, and its capability set has been developing steadily. In practice that means implementations benefit from an explicit assessment of current capability against your requirements, and from a phasing plan that does not depend on functionality arriving on a roadmap date.
We are direct about this during design: where a requirement is not currently well served, we would rather agree a process approach or a phase-two plan than configure a workaround that becomes permanent.
Overview
Life sciences configuration and adoption
The regulated requirements are unchanged: GxP impact captured at intake, provisioning gated on training completion, site-specific onboarding paths, access expiry driven by assignment dates, and retention beyond assignment close.
Adoption often runs more smoothly here than elsewhere, because hiring managers already work in Workday and the contingent process shows up in a familiar place. That advantage is worth designing for rather than assuming: intake that diverges sharply from the Workday patterns managers know will throw it away.
Benefits
What we bring to a Workday VNDLY program
Total workforce reporting that works
Worker structures, hierarchies, and job taxonomies are aligned across populations, so combined reporting is usable and not just nominally available.
Security designed, not defaulted
Access to contingent worker, rate, and supplier data is modeled explicitly, which matters when two populations share one environment.
Capability assessed honestly
Requirements are tested against what the product does today, with phasing agreed up front instead of left hanging on roadmap timing.
Conversion handled cleanly
What carries across when a contractor converts to employee is decided during design, which prevents duplicate records and broken tenure history.
Regulated gates configured
GxP capture, training-dependent provisioning, and assignment-driven access expiry are built in, not managed alongside the system.
Adoption advantage protected
Intake is designed to match the Workday patterns managers already use, which is how the familiarity benefit that motivated the choice survives.
FAQ
Workday VNDLY service FAQs
Is Viltis a Workday partner or certified consultant?
No. We provide independent buyer-side services and claim no certification, partnership, or affiliation with Workday. Where certified Workday resources are needed for technical delivery, we work alongside your implementation partner.
Do we need Workday HCM to use this platform?
The combined-environment benefit that motivates most selections depends on it. Without Workday HCM, the total workforce reporting advantage largely disappears, and the platform should be evaluated on its own merits against alternatives rather than on ecosystem fit.
How does contractor-to-employee conversion work?
Conversion handling is a design decision about what carries across: tenure, records, identifiers, history. Getting it wrong produces duplicate worker records and broken reporting, so we specify it rather than leave it to default behavior.
Can we run this alongside an existing VMS during transition?
Yes, and phased transitions by business unit or worker category are common. Running two systems indefinitely is not advisable, so the phase plan should include a defined end date and a test for when to reach it.
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Bring us your current spend, supplier list, and compliance obligations. We will show you what a technology-enabled contingent workforce program would look like for your organization.