Senior HR Technology Analyst - Hourly Compensation

Description

The Role

The HR Solutions Enablement team builds effective, scalable, cohesive HR solutions that minimize redundancy and deliver seamless data and insights for a better end‑user experience.

You will be part of a team responsible for implementing HR technology solutions in Workday, and integrated third‑party systems, that drive our operations forward and remove friction. This team also provides tier‑2 support for our business‑facing end users.

As the Sr HR Technology Analyst for Hourly Compensation, you will be an experienced individual contributor within the HR Technology / Workday team, responsible for designing, configuring, and maintaining complex hourly compensation setup in Workday across multiple countries and collective bargaining agreements (CBAs). This role combines consultative problem-solving, rigorous end-to-end execution, and pragmatic, influence-based leadership to deliver high-impact HR implementations

Success in this role requires strong collaboration and influence skills. You will partner with teams across the business to understand their challenges and implement optimal technology solutions that address those needs—for example, translating hourly wage structures, step progression rules, premiums, and allowances into robust, scalable Workday solutions that are accurate, compliant, and auditable.

The ideal candidate has extensive hands‑on experience with Workday Compensation setup and configuration, plus working knowledge of other Workday modules. You should be eager to learn and apply new technologies, including emerging AI‑powered tools, and bring a passion for innovative thinking and solution design. In short, we’re looking for a Workday expert who is also a builder and innovator, ready to elevate our HR technology suite to the next level of effectiveness and user experience.

Flexibility is key, as this role may occasionally require working outside standard hours to support global stakeholders and projects.

Key Responsibilities

Lead end‑to‑end Workday configuration for global hourly compensation, including compensation packages, grades, grade profiles, steps, eligibility rules, and plan assignments.

Configure and maintain complex hourly components such as:

Base wage structures and wage scales

Automatic step progression schedules (anniversary, hours worked, other rules)

Local allowances (e.g., COLA, hazard, seniority, tool, transportation, housing)

13th/14th month or similar country‑specific components where applicable

Translate CBAs, country legislation, and compensation policies into clear, sustainable Workday configuration.

Design and maintain compensation eligibility rules using job profile, location, union/collective agreement, employee type, and other attributes.

Lead or support projects to standardize and expand hourly compensation configuration, including discovery, design workshops, configuration, testing, and deployment.

Collaborate with Payroll and Integration teams so that Workday configuration aligns with pay calculations processes.

Partner with Reporting and Analytics teams to ensure hourly compensation data supports downstream reporting, compliance, and benchmarking.

Troubleshoot and resolve production issues related to hourly compensation (e.g., eligibility errors, incorrect rates, step progression defects, missing allowances).

Execute and coordinate unit, integration, and regression testing for compensation changes; develop repeatable test scenarios and expected‑result decks.

Core Capabilities

Configuration and solution design: Independently turns complex hourly compensation problems into scalable Workday designs that balance standardization, usability, and compliance.

Stakeholder and consulting skills: Builds trust with HR, Compensation, Payroll, and Technology stakeholders; clarifies requirements; and influences decisions with clear options and recommendations.

Execution discipline: Plans and delivers configuration work from design through testing, deployment, and hyper care with strong ownership and follow‑through.

Quality, governance, and controls: Maintains high standards for documentation, testing, and change control; designs solutions that are auditable and sustainable.

Continuous improvement and analysis: Uses data and root‑cause analysis to diagnose issues and identifies opportunities for process improvement and automation.

Required Qualifications

You have 3+ years of hands‑on Workday configuration experience with a heavy focus on Compensation, including work with hourly and unionized populations.

You know hourly compensation inside out – wage scales, step progression, premiums, allowances - and how to model them cleanly in Workday.

You’re fluent in Workday Comp building blocks : compensation packages, grades, grade profiles, steps, eligibility rules, and how they hang together.

You’ve built or supported Workday custom reports and calculated fields tied to compensation.

You’re comfortable using Workday EIBs and mass‑update patterns to safely move data at scale.

You can turn dense policy and contract language into clear, testable configuration , and explain the logic to others.

You have experience working across multiple countries or regions , navigating different regulatory and contractual environments.

You bring strong analytical and problem‑solving skills , with high attention to detail and data quality in everything you configure or migrate.

You manage your work independently in a structured, change‑managed environment and consistently deliver on your commitments.

You communicate clearly – in writing and in meetings – with both technical and non‑technical stakeholders .

What Will Give You An Edge

You hold Workday Pro, Workday Compensation certification , or comparable advanced Workday training.

You’ve supported large hourly or manufacturing populations and understand the realities of plant and operations environments.

You’ve translated union/collective agreements into Workday design for pay, step progression, and premiums.

You’ve worked across additional Workday domains (for example, Core HCM, Absence, Benefits, Recruiting, Talent or Advanced Compensation) to design end‑to‑end HR solutions.

You understand Workday security fundamentals (domain and business process security, role‑based access, audit/controls) and factor them into your designs.

You’ve led or co‑led multi‑country Workday initiatives or optimizations for compensation and are comfortable owning pieces of a global roadmap.

You’ve experimented with or implemented AI‑powered tools and agents (for example, copilots, chatbots, or automation frameworks) to improve configuration, testing, documentation, or tier‑2 support workflows.

Compensation:

The compensation information is a good faith estimate only. It is based on what a successful applicant might be paid in accordance with applicable state laws.

The actual base salary a successful candidate will be offered within this range will vary based on factors relevant to the position, as well as geography of the selected candidate.

The salary range for this role is $105,000-$140,000 . The actual base salary a successful candidate will be offered within this range will vary based on factors relevant to the position.

Bonus Potential: An incentive pay program offers payouts based on company performance, job level, and individual performance.

Benefits: GM offers a variety of health and wellbeing benefit programs. Benefit options include medical, dental, vision, Health Savings Account, Flexible Spending Accounts, retirement savings plan, sickness and accident benefits, life insurance, paid vacation & holidays, tuition assistance programs, employee assistance program, GM vehicle discounts and more

#LI-HP2

GM does not provide immigration-related sponsorship for this role. Do not apply for this role if you will need GM immigration sponsorship now or in the future. This includes direct company sponsorship, entry of GM as the immigration employer of record on a government form, and any work authorization requiring a written submission or other immigration support from the company (e.g., H1-B, OPT, STEM OPT, CPT, TN, J-1, etc.)

This role is based remotely, but if the selected candidate lives within a specific mile radius of a GM hub, they will be expected to report to the location three times a week {or other frequency dictated by your manager}.

This job is not eligible for relocation benefits. Any relocation costs would be the responsibility of the selected candidate.

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Non-Discrimination and Equal Employment Opportunities (U.S.)

General Motors is committed to being a workplace that is not only free of unlawful discrimination, but one that genuinely fosters inclusion and belonging. We strongly believe that providing an inclusive workplace creates an environment in which our employees can thrive and develop better products for our customers.

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