Workday Product Owner - HCM and Talent Management

Workday Product Owner – HCM and Talent Management May 9, 2026 Pay information not provided RaceTrac Company Overview RaceTrac is a dynamic organization operating across multiple divisions, including RaceTrac, RaceWay, Energy Dispatch, and Gulf. The company values energy, innovation, and a passion for serving others every day. Employees are empowered to grow and take on new challenges at every level. Job Description This role is not a traditional product position. As the Workday HCM and Talent Management Product Owner, you will architect the strategic roadmap for our HCM & Talent technology ecosystem, harmonizing business processes, workflows, and data architecture to drive informed decision‑making and elevate the employee experience. What You’ll Do Own the Strategy – Collaborate with stakeholders to evolve the multi‑year vision, strategy, and roadmap for HCM and Talent Management technology. Partner with senior HR and business leaders to align product direction with HR priorities and growth goals. Influence decisions across HR, IT, Finance, and external partners. Establish and track KPIs to measure product success, adoption, and business impact. Lead Product Execution – Own and prioritize a complex product backlog, balancing strategic initiatives, regulatory needs, and operational improvements. Lead engagement within the Agile Release Train (ART), including PI planning, sprint execution, and release alignment. Translate high‑level business needs into clear, actionable user stories and scalable solutions. Ensure high‑quality delivery through rigorous testing, validation, and continuous improvement. Drive Integration & Optimization – Oversee the ecosystem of integrations across Workday, payroll, finance, and third‑party benefits providers. Continuously evaluate system performance, data integrity, and user experience to identify opportunities for optimization. Champion automation, simplification, and innovation across HCM processes. Elevate the Employee Experience & Governance – Collaborate with the IT team to design solutions that improve the end‑to‑end employee journey. Ensure system compliance with regulatory requirements while minimizing operational friction. Proactively identify risks and implement scalable governance and controls. Responsibilities (Detailed) Serve as the primary HR representative within the Agile Release Train (ART), ensuring HR’s voice and needs are incorporated into planning and delivery. Lead the agile team’s priorities and updates in daily standups, sprint planning, and other agile ceremonies; work collaboratively with HR stakeholders, UX designers, and technology partners. Define and maintain the HR product vision for their focus area, roadmap, and backlog, aligning with HR strategy and business priorities. Partner with HR leadership, business stakeholders, and IT release train teams to prioritize enhancements, bug fixes, and new functionality. Translate HR business requirements into user stories, acceptance criteria, and features for development teams. Prioritize backlog items based on business value, compliance requirements, and employee experience impact. Participate in PI planning, sprint reviews, and retrospectives, ensuring continuous alignment between HR and the release train. Validate solutions before release, ensuring quality, compliance, and usability. Lead Agile backlog grooming sessions by presenting upcoming features to the development team. Collaborate with IT and business stakeholders to lead requirements gathering, determine features, and write user stories for HRIS products. Build and maintain a prioritized product backlog with input from HR managers, HRIS, and other business stakeholders. Serve as the spokesperson of business strategy to development teams and be highly available to answer real‑time questions during sprints. Partner with scrum teams on rollout and post‑production support. Review analysis and performance monitoring for specified products; support problem resolution and feedback usage. Act as liaison between HR and IT, translating technical concepts into HR‑friendly language and vice versa. Facilitate regular feedback sessions with HR stakeholders to capture evolving needs. Provide status updates, release notes, and change impacts to HR teams and business leaders. Ensure HRIS solutions meet data governance, compliance, and security requirements. Collaborate with HR operations and compliance teams to ensure changes align with regulatory requirements. Monitor adoption and system usage, using metrics and analytics to drive continuous improvement. Deliver successful system enhancements and releases on time and within scope. Improve HR process efficiency and employee experience enabled by HRIS. Focus Areas Total Rewards Partner with Rewards leaders to optimize system support for compensation planning, pay equity analysis, and benefits administration. Ensure integrations with payroll, finance, and third‑party benefits vendors are accurate and seamless. Manage system configurations to support annual compensation cycles and open enrollment. Knowledge & Skills: familiarity with compensation cycles, merit and bonus processes, benefits enrollment systems, and compliance requirements (ACA, FLSA, ERISA). Talent & Employee Lifecycle Collaborate with Talent Acquisition and Talent Management leaders to improve hiring workflows, onboarding, and career development systems. Enhance performance management, succession planning, and learning system functionality. Ensure smooth data transitions across the employee lifecycle. Knowledge & Skills: deep understanding of talent acquisition processes, onboarding, learning & development, performance management, succession planning, applicant tracking systems (ATS), and learning management systems (LMS). Payroll & Operations Partner with Payroll and HR Operations to optimize pay processes, accruals, overtime, and compliance rules. Support accurate and efficient scheduling, attendance tracking, and labor reporting. Ensure system capabilities align with complex workforce needs, including retail, food service, and transportation employees. Knowledge & Skills: strong understanding of payroll operations, time tracking, scheduling, compliance with labor laws (FLSA, FMLA, state‑level requirements), and familiarity with hourly workforce management systems. What You Bring Proven experience owning and driving product strategy in a complex, cross‑functional environment. Deep expertise in HCM and Talent Management and supporting technologies. Strong experience with Workday (highly preferred) or similar HCM platforms. Demonstrated success operating within Agile frameworks at scale (SAFe or similar). Ability to influence senior stakeholders and translate business strategy into technology outcomes. Analytical mindset with a track record of using data to drive decisions and outcomes. Bachelor’s degree or certifications preferred. 7+ years of experience in product ownership, HR technology, or related roles. Experience leading enterprise‑level initiatives from concept through delivery and optimization is preferred. Our Approach to Flexible Work We operate on a hybrid schedule that balances in‑person collaboration with flexibility—allowing our teams to stay connected while doing their best work. Fueled by Growth, Driven by You Join a team that brings energy, innovation, and a passion for serving others every day. With multiple operating divisions, new challenges and paths emerge constantly. All qualified applicants will receive consideration for employment with RaceTrac without regard to race, national origin, religion, age, color, sex, sexual orientation, gender identity, disability, or protected veteran status, or any other characteristic protected by local, state, or federal laws, rules, or regulations. #J-18808-Ljbffr Dormont Manufacturing Company