Senior HRIS Analyst

Job Duties

What you can expect to do in this role:

• Makes independent configuration decisions within assigned modules; escalates changes with cross-functional system impact or material payroll/compliance risk to the HRIS Manager

• Owns end-to-end administration of Workday Advanced Compensation, including merit cycles, bonus processing, and compensation plan setup; leads annual cycle readiness planning, stakeholder preparation, eligibility validation, and post-cycle auditing

• Leads Workday Payroll configuration, including pay components, earnings codes, deductions, and payroll calculation rules; provides configuration-layer support for regular payroll cycles and resolves break/fix issues

• Manages Workday Benefits configuration, including open enrollment, plan setup, eligibility rules, and vendor integration

• Owns configuration of Workday Absence (leave plans, time-off types, accrual rules, country-specific compliance) and Talent (performance reviews, skills, talent optimization) modules, expanding scope as the team’s portfolio evolves

• Manages daily support queue via ServiceNow, functioning as Tier II specialist across assigned modules; triages, investigates, and resolves break/fix issues with appropriate urgency and clear communication to end users

• Identifies patterns in support ticket volume and translates recurring issues into enhancement proposals or documentation improvements

• Maintains project work in Jira; owns assigned backlog, communicates status proactively, and surfaces blockers early

• Analyzes existing business processes and recommends re-configuration, automation, or workflow improvements; executes configuration builds, unit testing, and regression testing for enhancements and Workday biannual releases

• Documents configuration decisions, business requirements, and process changes in alignment with audit and change management standards

• Builds trusted advisory relationships across HR COEs and business stakeholders; proactively engages partners, translates technical constraints into plain language and surfaces tradeoffs clearly for non-technical partners

• Serves as a consultative partner to Total Rewards, Payroll Operations, and HR Business Partners — framing options, surfacing tradeoffs, and influencing design decisions rather than solely executing configuration requests

• Creates user-facing guides, knowledge base articles, and training materials to support Tier 0 self-service

• Participates in biannual Workday release cycles, including feature review, regression planning, and cross-functional communication; researches new functionality and assesses impact on current configurations

• Contributes to HRIS team capacity planning and workload prioritization by proactively flagging bandwidth constraints, sequencing dependencies, and recommending trade-offs to leadership

• Maintains data integrity through regular audits, queries, and quality checks; upholds data governance, security role assignments, and privacy standards with particular attention to payroll calculation accuracy, wage & hour compliance, and audit controls across all assigned functional areas

• Serves as a technical resource and informal mentor to HRIS team members on module configuration best practices, supporting peer development and knowledge continuity

Minimum Education Required

Bachelor’s degree in Human Resources, Business, Information Systems, or a related field required.

Minimum Experience Required

5+ years in HR technology or HRIS roles, with at least 3 years of hands-on Workday configuration experience; demonstrated expertise in Workday Advanced Compensation, Payroll configuration, and Workday reports support required.

Shift

Other

Number of Openings

1

Compensation

$85,100.00 - $154,420.00 / Annually

Postal Code

55401

Place of Work

Remote

Requisition ID

14168

Job Benefits

Benefits not specified

Application Link