A synthetic portfolio of payroll stabilization, workforce-payroll integrity, and dependent-benefits eligibility controls. The lab connects technical HRIS analysis with the business decisions that HR business partners, payroll leaders, benefits teams, finance partners, and program owners must make when workforce records create operational or compliance risk.
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Payroll and benefits failures are rarely only system problems. They can affect employee trust, manager capacity, financial reporting, legal-entity governance, and workforce decisions.
These projects demonstrate how to move from a business concern to structured requirements, testable controls, exception data, reviewer decisions, and preventive action.
A payroll-recovery simulation for a high-risk or failed implementation. It includes a stabilization playbook, synthetic payroll data, a regression audit script, a test matrix, exception output, and an Excel reviewer workbook.
Business questions: Can payroll run safely? Which defects must block release? How should HR, Payroll, Finance, HRIS, and leaders communicate risk and readiness?
An audit simulation that identifies terminated workers who remain payroll-active, payments after termination, stale additional-job or affiliate records, legal-entity mismatches, pay-group misalignment, and incomplete payroll allocation.
Business questions: Are workforce costs charged to the correct entity? Are offboarding gaps creating payment, access, or reporting risk? Who owns remediation?
A benefits-integrity simulation that detects duplicate dependent records, overlapping spouse or partner coverage, cross-border duplicate coverage, expired eligibility, and missing verification while preserving human review for sensitive cases.
Business questions: Are coverage decisions consistent and defensible? Is the process creating employee-relations risk? What must be corrected in policy, data, or workflow?
| Professional lens | Evidence in this repository |
|---|---|
| HR Business Partner | Translates payroll and benefits exceptions into employee, manager, workforce, and organizational risk; frames decision points and escalation paths. |
| HRIS Analyst | Builds data-validation rules, audit logic, exception outputs, reconciliation steps, and Workday-oriented testing controls. |
| HR Business Analyst | Defines business problems, requirements, source fields, acceptance criteria, reviewer workflows, and control ownership. |
| Program Manager | Establishes stabilization phases, governance cadences, dependencies, RACI-style ownership, release criteria, and preventive controls. |
- Python 3 standard library
- CSV-based synthetic source data and expected outputs
- Excel reviewer workbooks with dashboards and audit details
- Workday-oriented payroll testing concepts
- Control methodology, decision logic, and cross-functional governance
workday-payroll-operations-control-lab/
├── README.md
├── LICENSE
├── .gitignore
├── run_all.py
├── 01_workday_payroll_stabilization/
├── 02_legal_entity_payroll_integrity/
└── 03_dependent_benefits_integrity/
From the repository root:
python run_all.pyEach project can also be run independently using the command shown in its README. The scripts use only the Python standard library.
- All people, IDs, entities, pay values, benefit records, dates, and findings are synthetic.
- Workday terminology is illustrative and should be adapted to a specific tenant, security model, pay configuration, and integration design.
- Audit flags are review triggers, not findings of misconduct or automatic employment or benefit decisions.
- No former-employer records, screenshots, tenant URLs, credentials, security roles, or confidential procedures are included.
- Outcomes are presented as simulated control results, not claimed business results.
MIT License. Copyright (c) 2026 Shihwa Meza.