Zeeshan Khan

Zeeshan Khan has built a career at the intersection of enterprise HR cloud platforms, AI-enabled talent systems, workforce intelligence, and large-scale organizational transformation. Over more than 15 years in Enterprise HR Cloud Platforms, his professional journey has focused on redesigning how organizations attract, develop, manage, and retain talent through technology. Working across consulting and end-client environments in North America, EMEA, and Asia, he has developed deep expertise across the full Workday HCM landscape, including HCM, Recruiting, Talent, Learning, Compensation, Security, Payroll, Analytics, and Skills. His profile is strengthened further by six Workday certifications and executive education at institutions such as The Wharton School, Duke Corporate Education, and Tuck Executive Education at Dartmouth, reflecting both technical mastery and sustained leadership development.

At STV, where he serves as HRIS Manager and Workday Product Owner, Khan has led a multi-year Enterprise People and Talent Transformation Program aligned to the organization’s strategic objective of investing in its workforce. This was not a matter of incremental system upkeep, but a full-scale redesign of workforce capabilities across recruiting, learning, talent calibration, compensation governance, employee journeys, and mentorship. His responsibilities spanned requirements gathering, solution architecture, configuration, testing, change enablement, and adoption. The significance of this work lies in the deliberate integration of multiple Workday modules into a unified employee experience ecosystem, where each capability supports the next across the full lifecycle from recruitment to retention. The outcomes were measurable: a 15% year-over-year increase in Leadership Development Program completions, 16.9% of 2024 LDP participants promoted within the following fiscal year, 90% participant satisfaction in the Assistant Project Manager development program, and the completion of STV’s first merit cycle under budget.

Khan’s work at STV has also extended into the future of workforce architecture through a Skills-Based Organization Transformation initiative. In this effort, he has focused on activating Workday Skills Cloud and Career Hub, integrating TechWolf’s AI-powered skills intelligence engine, and building automated skill-data pipelines between Workday and Deltek for project staffing. The innovation here is substantial: rather than relying on static job descriptions, Khan helped move workforce planning toward a dynamic, machine-learning-supported skills model that can infer, validate, and continuously update employee capabilities at scale. Under his leadership, 90% of jobs were enriched with critical skills within three months, time-to-hire fell by 32% through improved candidate-skill alignment, and 85% business engagement was achieved during rollout. This work places him squarely within one of the most important shifts currently underway in enterprise HR technology.

In parallel, Khan contributed to the Deltek Vantagepoint Transformation Program at STV, partnering with Finance, Operations, IT, and HR to align workforce and operational data across enterprise platforms. His responsibilities included aligning more than 10,000 employee, job, and position data elements between Workday and Deltek, laying the foundation for forecasting and utilization reporting at enterprise scale. What stands out here is the architectural discipline of linking HR systems with operational delivery systems so that project managers can staff work based on validated skill data rather than manual processes. In the Architecture, Engineering, and Construction sector, where staffing precision can affect both delivery quality and competitiveness, this is a strategically consequential contribution.

Earlier in his career, Khan played an important role in the global HR cloud transformation at Tyco/Johnson Controls while at Accenture. As the principal Workday consultant on the engagement, he helped design the global supervisory organization structure, company hierarchy, cost center framework, and role-based security model that formed the backbone of the Workday deployment. He also built mission-critical integrations using EIB, Core Connectors, and custom reports to connect Workday with payroll, benefits, and downstream HR systems across multiple countries. The importance of this work lies in the creation of a unified global organizational model that could replace fragmented legacy systems while still reflecting real-world legal entities and management structures across geographies. Notably, the design framework created in this project was later adopted as a blueprint for future Workday global implementations within Accenture’s practice, underscoring the enduring value of his work.

Khan’s experience also includes one of the most complex HR technology integrations in recent U.S. banking history: the Truist Bank Merger of Equals, following the merger of SunTrust and BB&T. As Workday Product Owner, he helped guide consolidation of two Workday tenants into a unified platform in a highly regulated environment. His responsibilities included architecting security group structures, segregation-of-duties models, Prism-based heritage data migration, and observability through Splunk and Dynatrace. The innovation of this work was not just in merging systems, but in designing a governance and security architecture capable of supporting SOX and SOD compliance under active federal oversight, while ensuring uninterrupted payroll and HR operations for tens of thousands of employees. This kind of work requires not only technical skill, but also strong judgment in risk, compliance, and organizational continuity.

At IBM, as onshore AMS lead supporting SunTrust Bank, Khan focused on stabilizing and continuously improving a highly integrated HR technology ecosystem spanning Workday HCM, Taleo, Data Lake, Visier, and payroll systems. Beyond support operations, he enhanced integrations using Studio, BIRT, and Document Transformation, led year-end processing cycles 10% ahead of forecast, and improved team productivity by 20% through mentorship and process discipline. What distinguished this role was his shift from reactive support toward a continuous improvement model that established integration monitoring standards and more mature AMS practices, strengthening reliability in a regulated financial environment.

Taken together, Khan’s career shows a professional who has consistently operated in environments where HR technology is not peripheral, but central to organizational capability, governance, and transformation. His contributions span global Workday implementation, security and governance architecture, AI-enabled skills intelligence, merger integration, workforce analytics, and lifecycle transformation. Across these domains, he has shown an ability to design systems that are not only scalable and compliant, but strategically valuable to the organizations that use them.

For IICSPA Fellowship consideration, Zeeshan Khan presents a compelling profile marked by technical depth in enterprise HR cloud systems, measurable transformation impact, responsible application of AI in workforce technology, and sustained leadership across multinational and highly regulated environments. His work reflects the kind of distinction, maturity, and practical influence expected of a fellowship-level candidate.