Lead, People Technology & Reporting

• Own day-to-day configuration and support for Workday Compensation programs (annual merit, bonus, off-cycle changes), ensuring accuracy, scalability, and a strong end-user experience
• Configure and maintain Compensation + HCM components that enable comp outcomes (plans, eligibility rules, guidelines, budgets, comp change templates, condition rules, validations, notifications, and approval routing)
• Partner with Total Rewards/Comp, HRBPs, Payroll, and Finance to translate comp policy and cycle requirements into Workday configuration and repeatable runbooks
• Support HCM processes (job changes, promotions, transfers, location/grade changes, position management impacts, supervisory org alignment)
• Triage and resolve issues across Compensation and HCM: analyze, identify root cause, implement configuration fixes, and coordinate testing/deployments with proper change controls
• Build and maintain reports and dashboards for comp and core worker data (cycle progress, budget utilization, comp audits, headcount/worker attribute validation, exception reporting)
• Support cycle readiness and release management (regression testing, change impact assessments, tenant configuration reviews, and end-user communications/training)
• Maintain documentation and controls (configuration specs, SOPs, knowledge articles, cycle runbooks) to ensure continuity, auditability, and data integrity
• Drive process improvements to reduce manual effort and improve worker data quality that impacts compensation decisions and reporting

• 5 years of related experience and a Bachelor’s degree
• or an advanced degree without experience
• or equivalent work experience
• Hands-on experience supporting and improving Workday in a People Technology / HRIS environment, with a strong focus on Compensation
• Functional knowledge of Workday Compensation (and/or Advanced Compensation): eligibility, guidelines, budgets, plan setup, comp change processes, and cycle execution
• Solid Workday HCM fundamentals: worker/job/position concepts, supervisory orgs, business process configuration, validations/condition rules, and security impacts on comp visibility
• Strong requirements gathering and stakeholder management skills
• able to translate comp policy intent into practical, compliant system configuration
• Proven troubleshooting ability across configuration, business processes, reporting, and security
• strong testing discipline (test plans, evidence, validation)
• Experience building Workday reports/dashboards (standard + advanced) for compensation operations and worker data governance
• strong Excel skills
• Comfort operating within change management controls (ticketing, approvals, testing evidence, coordinated deployments)

• Workday Pro certification(s)
• experience partnering through compensation cycles
• familiarity with downstream dependencies (payroll exports, finance reporting, integrations/EIB)

discretionary short-term and long-term incentives