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CLIENT
INDUSTRY
Healthcare
FEATURING
Workday
100%
automation of year-end merit and bonus process
1
implementation of a modern architecture framework across all functions
50%
reduction in out-of-date job codes, boosting accuracy, streamlining HR processes and improving workforce planning
A stronger systems foundation powered smarter decisions and deeper organizational alignment
Interview with:
Becky Sawyer
EVP & Chief People Officer
Sentara Health
What sparked the need for change?
“When we implemented Workday in 2022, we initially focused on replicating existing processes rather than reimagining them. The platform had the tools — but the way our data was migrated didn’t help with real-time insights, which slowed decision-making and required manual workarounds.
We saw a clear opportunity to take a more strategic, transformational approach. As an integrated delivery network, our workforce spans hospitals, outpatient centers and our health plan — all supporting our mission to improve health every day. We knew we needed more than optimization. We needed a scalable, analytics-ready foundation to better serve our people so they in turn could better serve our patients, members and communities.”
What solution did the teams unlock by working together?
“PwC came in as true collaborators. The team helped Sentara Health lead a redeployment, beginning with a holistic redesign of our job architecture. Job roles were aligned to market benchmarks, grade levels were recalibrated and outdated positions were retired. This created consistency across our workforce — clinical, operational and administrative — and enabled more strategic workforce planning.
PwC also led, alongside our strong change and project management teams, a focused adoption effort. The effort included rollout planning, job aids and train-the-trainer sessions to make sure our teams understood and embraced the changes. We automated year-end merit and bonus cycles and implemented enhanced compensation processes — helping transform manual work into integrated, real-time solutions. For frontline colleagues, we improved self-service capabilities and tied them into timekeeping systems. These improvements increased data accuracy, reduced complexity and set the stage for scalable growth.”
Where did tech innovation meet human ingenuity?
“PwC’s approach was not about delivering a one-size-fits-all solution. Instead, the team asked the right question: How can Workday support the people closest to the mission? Together, we realigned our vision for what the system could and should be. With PwC’s guidance, we rebuilt Workday around usability, purpose and scale — from intuitive tools to more actionable data. By keeping the needs of our team members, candidates, new hires and leaders at the center, we removed friction and delivered clarity. Because when the system works better for our people, outcomes improve for the patients, members and communities we serve.”
What was the real-world impact of approaching things differently?
“Redesigning job architecture was a first step. Sentara retired outdated roles, aligned titles with market expectations and embedded those changes across recruitment, compensation, learning and analytics. That structure now supports the entire system and provides the clarity we need to scale responsibly.
The bigger shift, though, was not just technical — it was cultural. We moved from viewing Workday as a tool to embracing it as an enabler for high-performing teams. We co-created solutions with those closest to the work, which made adoption stronger and the impact faster.”
PwC AND WORKDAY
Your one stop shop for Workday enabled business transformation.
HEALTH INDUSTRIES
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