Please Note: This role is based out of our Corporate Office in Gardena, CA in a hybrid capacity, with remote consideration for highly qualified candidates based on experience.
Summary
The HRIS Manager (Workday) serves as the primary technical, functional, and analytical owner of Workday and its connected HR technology ecosystem. This role oversees the full lifecycle of Workday administration—including configuration, security, integrations, data management, reporting, and release management—with a strong focus on optimizing system performance, enabling process automation, and strengthening data quality across the organization. This position partners closely with HR, IT, Finance, and business stakeholders to enhance Workday capabilities, streamline end‑to‑end HR processes, and expand enterprise-wide reporting and analytics.
Essential Functions – Job Duties
Workday Administration & Optimization
- Serve as the Workday system owner and super‑user responsible for configuration, business process design, security administration, file loads, testing, troubleshooting, and ongoing maintenance.
- Manage Workday releases and quarterly updates, including impact analysis, regression testing, deployment planning, and communication to HR and business stakeholders.
- Design, configure, and optimize Workday business processes, supervisory organizations, calculated fields, condition rules, dashboards, and custom reports.
- Oversee system integrations between Workday and third‑party vendors (payroll, benefits, ATS, LMS, timekeeping, background screening, and others), ensuring data accuracy, reliability, and issue resolution.
- Partner with IT to evaluate, develop, and implement new Workday modules and HR tech solutions that improve operational efficiency and support business requirements.
- Drive automation of manual HR transactions by enhancing self-service functionality and leveraging Workday tools such as EIBs, BIRT, Workday Studio, and calculated fields.
Data Governance, Quality & Compliance
- Establish and maintain Workday data governance standards to ensure accuracy, consistency, and compliance with company policies and regulatory requirements.
- Conduct routine data audits, reconcile discrepancies, and implement controls to strengthen data integrity across all HR systems.
- Manage data loads using EIBs and support mass updates, organizational restructures, and cyclical HR processes (merit, performance, open enrollment).
- Maintain Workday security model, including role‑based permissions, user provisioning, and ongoing audits of access controls.
Reporting, Dashboards & Analytics
- Develop, maintain, and expand Workday reporting capabilities—including standard, advanced, matrix, and composite reports—ensuring scalability and ease of use across HR and leadership teams.
- Build and manage Workday dashboards and story-type reports to support workforce insights, compliance tracking, and operational decision-making.
- Fulfill ad hoc and recurring reporting requests while ensuring data privacy and appropriate access to sensitive information.
- Analyze system-generated HR data to identify process gaps, user experience issues, or opportunities for automation and technology-enabled improvement.
HR Process & Lifecycle Management
- Collaborate with HR leaders to document, optimize, and systematize HR policies, workflows, and approval processes within Workday.
- Support Workday Recruiting, Onboarding, and talent-related modules (as applicable), ensuring seamless processes and high-quality data from candidate through employee lifecycle.
- Partner with stakeholders to enhance employee and manager self-service experiences, reducing manual HR interventions.
Technology-Enabled HR Operations & Projects
- Maintain and enhance HR technology tools integrated with Workday, ensuring proper functionality, data flow, and user access.
- Support HR process owners during system implementations, upgrades, data migrations, and special projects involving Workday or downstream HR systems.
- Lead Workday-related training, communications, and documentation efforts to promote system adoption and improve user proficiency.
Qualifications
Required Qualifications
- Bachelor’s degree in Human Resources, Information Systems, Business, or a related field.
- 5+ years of direct, hands‑on Workday HRIS administration experience (configuration, security, integrations, reporting, release management).
Preferred
- Experience implementing Workday strongly preferred
- Hands-on Workday experience within an internal HRIS or IT team
- Demonstrated experience managing Workday modules such as HCM Core, Recruiting, Benefits, Absence, Time Tracking, Talent, or Compensation (depending on company environment).
- Experience designing, maintaining, and troubleshooting Workday integrations (EIB, Core Connectors, PICOF/PRC, vendor APIs).
- Strong analytical skills with proficiency in Workday reporting, dashboards, and data visualization tools (e.g., Workday Stories, Excel, Power BI).
- Ability to translate HR operational needs into scalable, efficient Workday solutions with exceptional attention to detail and data accuracy.
- Strong collaboration and communication skills with experience supporting cross‑functional business partners.
