Workday HRIS Configuration Lead (Compensation, Advanced Compensation & Benefits)

Workday HRIS Configuration Lead

Driven Brands is North America's largest automotive services company with a portfolio of iconic brands including Take 5 Oil Change, Meineke Car Care Centers, Maaco, 1-800-Radiator & A/C, Auto Glass Now, and CARSTAR. Our vision is to fuel the pursuit with the simplest, most convenient, and most reliable car care experience.

Headquartered in Charlotte, NC, Driven Brands is more than a workplace. We're a launchpad for careers, for dreams, and for people driven to do great things.

Every day, we fuel the pursuit for our customers chasing life's moments, for our franchisees building lasting legacies, and for each other as we grow, lead, and succeed together.

Because at Driven Brands, we're not just fixing cars. We're building futures, unlocking potential, and fueling what's possible together.

The Workday HRIS Configuration Lead is responsible for leading the design, configuration, and optimization of Workday across Compensation, Advanced Compensation, and Benefits. This role serves as the subject matter expert (SME) for Workday business processes (BPs) and system configuration, ensuring scalable, compliant, and efficient solutions that support enterprise compensation and benefits strategies.

This position partners closely with Total Rewards, HR, Finance, Payroll, and Leadership to deliver high-impact system capabilities that enable accurate compensation administration, streamline benefits processes, and support data-driven decision-making.

Key Responsibilities

Workday Configuration & Business Process Leadership

• Serve as SME for Workday business process (BP) design and configuration across Compensation, Advanced Compensation, and Benefits
• Own end-to-end configuration including:
  • Compensation and Benefits business process frameworks
  • Approval routing, eligibility rules, and validations
  • Calculated fields supporting pay, eligibility, and enrollment logic
• Design and optimize core processes such as:
  • Compensation review cycles (merit, bonus, equity if applicable)
  • Job change compensation impacts
  • Open enrollment and life event processing
  • Benefit eligibility and enrollment workflows
• Ensure processes are scalable, auditable, and aligned with compliance requirements

• Translate Total Rewards and Finance requirements into scalable Workday configuration solutions
• Establish and enforce configuration standards for compensation and benefits processes
• Ensure consistency across core HCM, Payroll, Recruiting, and downstream integrations
• Evaluate and implement enhancements from Workday bi-annual releases

• Own system configuration and roadmap for:
  • Compensation: grades, ranges, eligibility, defaulting rules
  • Benefits: eligibility rules, plans, event rules, open enrollment configuration
• Ensure alignment of system configuration with compensation philosophy and benefits strategy
• Partner with Total Rewards to support annual planning cycles and ongoing program changes

• Act as primary HRIS escalation point for complex compensation and benefits issues
• Collaborate with analytics teams to ensure configuration supports reporting and insights
• Identify opportunities to automate compensation and benefits processes through Workday configuration

• Improve user experience for managers and HR teams during comp cycles and enrollment periods
• Drive adoption of new functionality across Total Rewards programs

Qualifications

Required

• Bachelor's degree or equivalent experience
• 5+ years of Workday configuration experience, with emphasis on Compensation and/or Benefits
• Deep expertise in Workday Business Process Framework
• Proven experience designing and supporting compensation cycles or benefits enrollment processes
• Strong understanding of Total Rewards operations and regulatory considerations

Preferred

• Workday Pro Certification(s) (Compensation, Advanced Compensation, Benefits)
• Experience supporting complex or high-volume compensation cycles
• Familiarity with payroll integrations and downstream impacts
• Experience with reporting tools (e.g., Prism, composite reporting)