Responsibilities
- Partner with HR technology, talent, compensation, and HR business partners to interpret complex business needs and deliver scalable Workday solutions, overseeing projects from initial requirements to deployment
- Design and implement global performance calibration workflows in Workday, working with HR teams to establish semiannual talent review cycles
- Lead the functional design for Workday Succession Planning Extend, converting business needs into technical specs, coordinating with developers, and bridging technical and non-technical stakeholders
- Manage data migration for merit and compensation cycles, importing large volumes of data from external compensation platforms (Pave) into Workday using advanced EIBs and strict validation protocols
- Serve as technical lead for mergers and acquisitions in Workday, overseeing data migration, system configuration, and integration of acquired entities into the existing HCM platform
- Lead core Workday Compensation initiatives such as job framework updates, allowance plan setup, and continuous system improvements
- Configure Workday for new countries to support international growth, ensuring localization, compliance, and alignment with HR and payroll teams
- Act as the primary resolver for complex technical issues, diagnosing problems in business processes, calculated fields, security models, and integrations across HCM, Compensation, and Talent modules
- Provide guidance and mentorship to less experienced team members, promoting technical development and knowledge exchange within the HRIT group
- Manage biannual Workday release cycles for Compensation and Talent modules, assessing new features, testing updates, and deploying enhancements to improve system functionality
Compensation
Full-time
Work Arrangement
Remote
Team
HR Information Systems
Responsibilities
- Collaborate cross-functionally with HR Technology, Talent, Compensation, and HRBP teams to translate complex, ambiguous business needs into scalable Workday solutions, managing projects end-to-end from requirements through deployment
- Design and configure global Calibration processes in Workday, partnering with HR teams to build biannual talent review cycles from the ground up
- Lead the Workday functional workstream for our Succession Planning Extend application, translating business requirements into technical specifications, partnering with developers, and serving as the liaison between technical teams and business stakeholders
- Own merit and compensation data conversion, loading high-volume transaction data from our external compensation tool (Pave) into Workday, using advanced EIBs and rigorous data validation processes to manage both the data loads and conflicting transactions
- Serve as the technical lead for M&A integrations, managing Workday data conversion, configuration, and setup to seamlessly onboard acquired companies into our HCM environment
- Drive foundational Workday Compensation projects including job architecture restructures, allowance plan configuration, and ongoing optimization
- Build new country configurations to support global expansion, including localization requirements, compliance setup, and coordination with HR and payroll teams
- Act as an escalation point for high-complexity technical issues, troubleshooting advanced business processes, calculated fields, security configurations, and integration challenges across HCM, Compensation, and Talent
- Mentor junior team members, providing technical guidance and fostering knowledge sharing within the HRIT team
- Own biannual Workday release management for Compensation and Talent, including feature evaluation, testing, and implementation of relevant enhancements to continuously improve our Workday system
Not available
