Sr. HRIS Analyst

Job Summary
The Sr. HRIS Analyst is a hands-on Workday specialist responsible for configuring and sustaining Workday Payroll, Compensation, and Security Administration. This role drives high-quality configuration, data integrity, and compliant access across these domains, while partnering with Payroll, Compensation, HR Operations, and IT. Responsibilities include end-to-end configuration, testing (including regression and payroll parallel testing), security administration, and troubleshooting advanced HR inquiries/issues. The role also supports Workday releases (R1/R2), statutory/legal changes, and cyclical programs (e.g., compensation review cycles and payroll year-end).

Essential Duties And Responsibilities

• Workday Compensation Configuration. Configure compensation plans and packages, grades and grade profiles, merit/promotion/bonus programs, and compensation review setup (timelines, eligibility, proration, guidelines).
• Workday Payroll Configuration. Configure and maintain pay groups/schedules, earnings/deductions, gross‑to‑net rules, withholdings/tax updates, and payroll calendars across jurisdictions as applicable. Build and maintain eligibility rules, validation rules, and condition criteria supporting payroll operations. Execute and document payroll parallel testing, reconcile results, and remediate defects with Payroll Ops.
• Support Workday Security Administration. Administer security groups (role-based, user-based; constrained/unconstrained) and maintain domain and business process security policies. Govern integration system user access and permissions, support periodic access reviews, SoD controls, and audit requests. Monitor and remediate security exceptions; maintain security design documentation and approval evidence.
• Testing & Release Management. Develop test scripts, lead UAT, execute and evidence regression testing for Workday bi-annual releases (R1/R2) and off-cycle updates. Review Workday release notes for Payroll, Compensation, and Security, assess impact, and implement configuration changes.
• Governance, Change Control & Stakeholder Management. Operate within change control and configuration governance; maintain configuration workbooks, security matrices, and test evidence. Serve as the configuration point-of-contact for Payroll Ops, Compensation, HR Ops, Internal Audit/Compliance, and IT.
• Support legal/statutory changes and annual/cyclical processes (e.g., year-end payroll requirements and compensation review cycles).
• May perform other duties and responsibilities as assigned.

Job Qualifications
KNOWLEDGE REQUIREMENTS

• 3–5+ years working with Workday, with configuration experience preferred in at least two of: Payroll, Compensation, Security Administration
• Builds and manages stakeholder relationships with the ability to keep stakeholders engaged, responsible and proactive in working toward deliverable goals and objectives
• Strong analytic, problem solving, consultancy and communication skills
• Demonstrated strong attention to detail, problem-solving, critical thinking and analytical skills
• Preferred Qualifications:
• Knowledgeable on assessing cross functional configuration impacts between Workday and other external applications like SAP Payroll
• Experience in HRIS master data management (organization structure, employee data, transactions, workflow, security etc.)
• Effective written and verbal communication skills, including the ability to explain data and findings to a non-technical audience
• Good understanding on HR master data management w.r.t Organization Management and Personal Administration.
• A quick learner and flexibility to get cross trained among HR modules aligning to business needs.

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