Associate Director, HR Technology - Compensation

At Lilly, we unite caring with discovery to make life better for people around the world. We are a global healthcare leader headquartered in Indianapolis, Indiana. Our employees around the world work to discover and bring life-changing medicines to those who need them, improve the understanding and management of disease, and give back to our communities through philanthropy and volunteerism.

We give our best effort to our work, and we put people first. We’re looking for people who are determined to make life better for people around the world.

At Lilly, we serve an extraordinary purpose: improving lives globally through innovative medicines and meaningful contributions to the communities we serve. Our HR Technology organization plays a critical role in enabling this mission by delivering modern, scalable solutions that empower HR and the broader business.

Associate Director, HR Technology – Compensation

The Associate Director, HR Technology – Compensation is the functional lead for Workday Compensation and compensation‑related processes across a global environment. This role combines expertise in compensation technology, deep understanding of HR business processes, strong project leadership, and a proactive, consultative approach to delivering solutions.

In this role, you will translate global compensation strategy into scalable system design, optimize Workday and other reward and compensation system capabilities, lead major multi‑functional initiatives, strengthen partnerships with HR and business leaders, and bring forward innovative ideas that enhance the employee and manager experience.

Key Responsibilities

Compensation Technology & Process Leadership

• Serve as the enterprise leader for Workday Compensation, including merit, bonus, equity, compensation statements, and related business processes.
• Ensure the accuracy, compliance, and effectiveness of global annual compensation cycles and reward programs.
• Partner with the Compensation COE to translate strategy into scalable, intuitive Workday configurations that support global needs.
• Evaluate and optimize compensation functionality to drive standardization, clarity, and efficiency across all compensation programs.

Strategic Technology Leadership

• Maintain deep understanding of Workday roadmap updates, platform enhancements, and industry trends; proactively recommend solutions that improve business outcomes.
• Find opportunities for A.I. automation, self‑service expansion, simplification, and system optimization.
• Translate business needs into clear functional and technical requirements; challenge assumptions and present industry‑aligned alternatives when appropriate.
• Serve as a trusted advisor to HR and business collaborators on compensation technology capabilities, limitations, and best practices.

Project Management & Execution

• Lead sophisticated, multi‑functional HR technology projects in Compensation from planning through deployment.
• Develop project plans, define breakthroughs, track progress, lead risks, and ensure timely, high‑quality delivery.
• Apply structured project and organisational change methodologies to enhance clarity, alignment, and adoption.
• Coordinate multi‑functional workstreams including Compensation COE, HR Operations, View email address on click.appcast.io (IT), and business partners.

Stakeholder Partnership & Communication

• Build strong relationships with Compensation HR Center of Excellence, People Leaders, View email address on click.appcast.io, HR partners, and business collaborators.
• Act as a liaison between technical and business teams to ensure clarity, alignment, and shared understanding of requirements and solutions.
• Provide clear, concise communication through release notes, updates, technical explanations, decision documents, and stakeholder‑ready materials.
• Facilitate meetings, influence decisions, and proactively surface risks, insights, or recommendations.

Operational Excellence and System Configuration

• Configure and maintain Workday and related system components with a high degree of accuracy and governance.
• Conduct testing for weekly service updates and semi‑annual releases; communicate impacts and lead remediation activities.
• Support HR Operations and end users by resolving inquiries, issues, and customer concerns.
• Document processes, configuration decisions, and functional design with precision and clarity.
• Lead vendor relationships for compensation‑related technologies beyond Workday including pay transparency software, recognition software, and more, as applicable.

Basic Requirements

• Bachelor’s degree in information systems, Business, Human Resources, or related discipline and combined experience.
• Minimum 5 years’ experience in HR Operations, HRIS, HR Technology or IT with an emphasis in Workday configuration with exposure to Compensation, HCM, Advanced Compensation, or related modules.
• Experience leading multi‑functional HR technology projects.
• Qualified applicants must be authorized to work in the United States on a full‑time basis. Lilly will not provide support for or sponsor work authorization and/or visas for this role.

Additional Skills / Preferences

• Experience using A.i. and technologies to co‑create solutions with business partners, bringing forward insights and opportunities that anticipate organizational needs.
• Solid understanding of compensation processes including merit cycles, bonus administration, equity, pay structures, and compensation planning.
• Demonstrated experience leading sophisticated HR technology or compensation‑related initiatives.
• Solid project management capabilities.
• Intermediate knowledge of Microsoft Word, Excel, PowerPoint Sophisticated MS Excel Skills.
• Exceptional communication skills with ability to simplify complexity for diverse audiences.
• Demonstrable ability to build strong partnerships, influence decisions, and drive alignment across functions.
• High learning agility and ability to navigate evolving technology landscapes.
• Workday Certification preferred.

Travel

Less than 10%

Lilly is dedicated to helping individuals with disabilities to actively engage in the workforce, ensuring equal opportunities when vying for positions. If you require accommodation to submit a resume for a position at Lilly, please complete the accommodation request form ( for further assistance. Please note this is for individuals to request an accommodation as part of the application process and any other correspondence will not receive a response.

Lilly is proud to be an EEO Employer and does not discriminate on the basis of age, race, color, religion, gender identity, sex, gender expression, sexual orientation, genetic information, ancestry, national origin, protected veteran status, disability, or any other legally protected status.

Our employee resource groups (ERGs) offer strong support networks for their members and are open to all employees. Our current groups include: Africa, Middle East, Central Asia Network, Black Employees at Lilly, Chinese Culture Network, Japanese International Leadership Network (JILN), Lilly India Network, Organization of Latinx at Lilly (OLA), PRIDE (LGBTQ+ Allies), Veterans Leadership Network (VLN), Women’s Initiative for Leading at Lilly (WILL), enAble (for people with disabilities). Learn more about all of our groups.

Actual compensation will depend on a candidate’s education, experience, skills, and geographic location. The anticipated wage for this position is

$127,500 - $187,000

Full‑time equivalent employees also will be eligible for a company bonus (depending, in part, on company and individual performance). In addition, Lilly offers a comprehensive benefit program to eligible employees, including eligibility to participate in a company‑sponsored 401(k); pension; vacation benefits; eligibility for medical, dental, vision and prescription drug benefits; flexible benefits (e.g., healthcare and/or dependent day care flexible spending accounts); life insurance and death benefits; certain time off and leave of absence benefits; and well‑being benefits (e.g., employee assistance program, fitness benefits, and employee clubs and activities). Lilly reserves the right to amend, modify, or terminate its compensation and benefit programs in its sole discretion and Lilly’s compensation practices and guidelines will apply regarding the details of any promotion or transfer of Lilly employees.

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