HRIS Analyst II

What You’ll Do

• Serve as a senior Workday HCM owner across HCM, position management, security, reporting, integrations, performance/talent, and benefits.
• Design, configure, test, and deploy changes to HCM business processes (Hire, Create Position, Move Worker, Change Job, Termination, Reorg, data changes).
• Own position management configuration (job profiles, positions, supervisory orgs) to keep headcount and org data clean and auditable.
• Maintain and audit the Workday security model (security groups, roles, domain/BP security) to support least-privilege access and compliance.
• Build and maintain Workday reports and dashboards to support People, Finance, and business leaders with reliable insights.
• Support and troubleshoot integrations (EIBs, Core Connectors, RaaS) with benefits, payroll, recruiting, finance, and other HR tech.
• Partner with People Ops, People Partners, Total Rewards, TA, Payroll, Finance, and IT to translate business needs into scalable solutions across our People tech stack.
• Support and help administer adjacent People technology platforms (e.g., ATS, engagement, learning, performance tools)—contributing to vendor evaluations, configuration, and cross-system data integrity.
• Contribute to AI and automation initiatives within the People tech function—identifying opportunities to streamline workflows, reduce manual lift, and improve the employee and manager experience through intelligent tooling.

What You’ll Bring

• 5+ years of hands-on Workday HCM experience, including production configuration ownership.
• Deep experience in at least four of: Core HCM (job catalog, positions, org structures), Security (domain/BP security, roles, security groups), Reporting (advanced/matrix reports, calculated fields).
• Strong knowledge of Workday business processes, condition rules, and configuration best practices.
• Proven track record leading end-to-end Workday initiatives (requirements → design → config → testing → launch).
• Comfort working with complex HR data, resolving issues, and improving data quality.
• Familiarity with the broader HR technology landscape—including ATS platforms, engagement tools, or adjacent SaaS systems—and an interest in how they connect and interoperate.
• Curiosity about AI and emerging HR tech—you don’t need to be an engineer, but you’re eager to explore how LLMs, automation, and intelligent workflows can make People operations faster and smarter.
• Clear, concise communication with both technical and non-technical stakeholders.