Enterprise Saas
4 days ago
Job Profile Name**:Workday Compensation Analyst**
**Responsibilities**:
- Deliver projects, operational changes and troubleshoot issues related to Workday core compensation and advanced compensation modules.
- Partner with the CoE (hourly and salaried compensation strategy and administration) as well as other cross functional partners to understand strategic direction for the compensation functional area and recommend Workday best practices.
- Analyze current processes, future needs and assess gaps between as-is and to-be processes. Provide solutions in Workday to bridge the gap including data and security changes that are needed to enable the solution.
- Support prep work as well as successful execution of comp review and bonus processes in Workday.
- Set up and manage Workday Core Compensation features such as compensation guidelines (grade, grade profiles, grade steps), compensation bases and eligibility rules.
- Manage core aspects of employee compensation for a global workforce and multiple compensation plans (salary, hourly, unit, period), allowance, one-time payment, calculated, and commission. Manage plan and guidelines adjustments, compensation defaulting, reimbursable allowance plans, severance pay, position and requisition compensation, statutory compensation statements, and total compensation statements.
- Set up and manage Workday Advanced Compensation features such as merit, bonus and stock plans, proration, participation rules and eligibility for bonus plans. Manage mass comp review processes and roll-out statutory increases
- Support Workday Releases for Compensation related Changes, Enhancements, Features, etc. for 2 Workday releases / year. Partner with the CoE to determine features to implement and which features to not implement. Partner with the CoE to define and conduct the test scenarios of the Workday Release
**Qualifications and Background**
- Minimum of 6 years of Workday HCM and Security experience as the lead consultant
- At least 3 years of configuration experience in two of the following: Talent, Learning
- Completed at least 4 end-to-end HCM suite implementations delivered via Launch or Your Way; or worked in a post-deployment setting for at least 2 years.
- Lead Talent, and/or Learning implementation and managed support and troubleshooting and enhancements.
- Estimating and scoping
- Experience in a client-side Recruiting, Talent Management, or Learning role.
- Client-side Workday implementation experience is an advantage but not necessary
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