The Hidden ROI of Human Resources

How Workday AMS provides more than Support

A client recently said something we hear more often than you’d expect:

"Workday’s up and running—but no one’s actually getting what they need."

That moment sums up a reality many Human Resources leaders face. You’ve invested in a powerful system, checked the go-live box, and still… something’s off. Adoption lags. The backlog grows. And your team starts working around the very system you hoped would streamline everything.

The problem usually isn’t the platform—it’s what happens (or doesn’t happen) after go-live.

That’s where the right Workday AMS (Application Management Services) model comes in. Not just to keep things running—but to make sure your investment actually delivers.

The ROI You Can’t Measure—But Feel

Most leaders think about ROI in terms of hours saved or dollars cut. But in the world of Workday AMS, the most meaningful returns are less obvious:

• When managers trust the data enough to make decisions without a spreadsheet backup.

• When HR stops spending cycles chasing fixes and starts focusing on experience.

• When org changes roll out smoothly instead of triggering a chain of tickets.

That’s the hidden ROI. It’s not flashy. But it’s felt in the flow of everyday work—and in the space it creates for HR to lead.

When Fixing Isn’t Enough

Here’s where a lot of Workday AMS models fall short: they’re built to respond.

Got a broken report? Submit a ticket. Need a field updated? Submit a ticket.

Rinse, repeat.

That’s fine if you’re trying to stand still. But most HR teams aren’t.

Business strategies evolve. Teams reorganize. Policies shift. If your Workday support isn’t evolving with you, then you’re not just behind—you’re stuck.

What Great Support Actually Looks Like

The right Workday AMS partner doesn’t just fix. They think.

At teamUpHR, we believe support should:

• Flag process issues before they turn into pain points.

• Help your team take advantage of new Workday features, including agentic AI.

• Proactively offer ideas and opportunities for improvement—with your input and collaboration.

• Keep an eye on what’s changing—in your business and in the platform.

Take one client, for example. They were preparing for their annual comp cycle and planned to reuse last year’s configuration. Our team flagged a new Workday feature that could automate eligibility rules and reduce manual errors. With a small adjustment and a quick test run, they saved hours of review time—and had cleaner data across the board.

That kind of support doesn’t just reduce risk. It builds momentum.

What It Means for You as an Human Resources Leader

If you’re making the call on Workday AMS, you’re not just buying support. You’re shaping how your system shows up for your team.

With the right partner, you’ll see:

• Fewer breakdowns and band-aids

• Stronger adoption and trust

• Faster, better-aligned decisions

• More time for your team to focus on the people, not the platform

Because Workday isn’t just another system. It’s infrastructure for how you lead.

And AMS? It’s what keeps that infrastructure aligned to your goals—quietly creating ROI where others only see requests.