| Workday Compensation Configuration & Administration |
- Design, configure, implement, and maintain compensation plans, including grade / grade profiles, merit, bonus, allowances, and scorecard frameworks.
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- Create and own business processes for compensation including approvals, escalation logic, and guardrails to prevent incorrect compensation actions.
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- Create and optimize calculated fields to support complex business logic and compensation reporting.
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- Own standalone compensation functionalities such as Clawbacks, Severance, and Wage Theft Notifications.
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- Apply working knowledge of HCM to integrate compensation with job profiles and own the job catalog.
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- Lead the end-to-end configuration lifecycle for Workday Compensation-discovery, requirements gathering, design, build, testing, deployment, and ongoing operational support-including eligibility rules, calculations, tables, and interdependencies.
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| Annual & Off-Cycle Compensation Events |
- Optimize, launch, administer, and own the compensation review process (merit, bonus, and promotions).
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- Serve as the primary HRIS support resource during annual compensation review cycles, executing merit grids, proration rules, and budget pools.
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- Own the use of BIRT and/or Docs for Layouts toward merit statements and other appropriate needs.
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- Support compensation reporting, audit tracking, cycle-close activities, and off-cycle compensation events.
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| Reporting, Data & Integrations |
- Partner with the Workforce Management team and COE partners to build, modify, and validate reports and dashboards against defined requirements.
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- Build and load EIBs and use Mass Operation Management (MOM) to manage high-volume data tasks.
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- Provide preliminary support for compensation-related integrations, liaising with the Enterprise Applications Integrations team.
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| Testing, Releases & Change Control |
- Test and deploy Workday updates, perform regression testing, and manage change requests through structured change-control protocols.
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- Create, review, and participate in functional and regression testing for system fixes, upgrades, patches, and bi-annual Workday releases.
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- Stay current with Workday Community and Feature Releases, preparing for and implementing new features that benefit the organization.
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| Stakeholder Partnership & Enablement |
- Act as a consultative partner to Compensation and other stakeholders, translating business requirements into effective Workday configurations through testing, approval, and deployment.
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- Work with HR Centers of Expertise, HR Business Partners, and technical teams to gather requirements, recommend solutions, document changes, and demo and implement them with strong user adoption.
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- Communicate changes and their benefits to stakeholders, and provide training to end users and HR Operations team members as needed.
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| Project Leadership & Compliance |
- Lead projects as defined by leadership-developing project plans with key milestones and deliverables, leading meetings, providing regular updates, and meeting deadlines.
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- Use Jira to track Workday and other system configuration through its full Agile lifecycle, from requirements and development to testing, approvals, deployment, and maintenance.
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- Ensure HRIS processes are SOX compliant through ongoing review, gap assessment, and remediation.
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- Comply with all company policies and standards, and perform other related duties and special projects as requested.
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