Workday Compensation Consultant

Job Title: Senior Workday Compensation & Talent Functional Consultant

Location: remote

Time Zone: Flexibility to collaborate across multiple time zones required

Contract Duration: 9–12 months (Potential for extension)

Position Summary:

The role is designed for a senior individual contributor who can independently manage day-to-day operational responsibilities while navigating a period of organizational change, including a recent team reorganization and a planned acquisition within the next year. The environment includes shifting priorities, limited documentation in some areas, and potential system customizations, requiring flexibility, sound judgment, and strong functional expertise.

Required Expertise & Experience
Certifications (Strongly Preferred)

• Workday Compensation Certification
• Workday Talent Certification
• Workday Payroll Certification (optional / bonus)

Deep, hands-on functional expertise in:

• Workday Compensation
• Workday Talent
• Extensive experience supporting production Workday environments, preferably in large, complex organizations
• Expertise in configuring and managing global Talent programs (performance review cycles, development plans, talent reviews, succession planning)
• Proven, hands-on experience managing and expanding global Advanced Compensation (running compensation cycles that include merit, bonus, and equity, managing a variety of compensation plans and matrices)

Demonstrated ability to independently execute and manage:

• Job Profile creation, updates, and governance
• Incentive plan configuration and ongoing updates
• Salary corrections and mass updates using EIBs
• Allowance plan setup, maintenance, and corrections
• Compensation setup and enhancements for specific countries, as needed

Operational Support (40-50% of Overall Capacity)

Primary responsibilities include day-to-day Compensation and Talent support activities such as:

• Job Profile creation, updates, and maintenance
• Incentive and allowance plan setup and ongoing updates
• Salary corrections and bulk data loads (EIBs)
• Country-specific compensation configuration and support
• Managing intake and execution of routine requests from HR and business partners
• Serve as the subject matter expert for compensation structure, business processes, and job profile data, partnering closely with HR Systems, Talent Acquisition, and Business Partners to ensure they are equipped with the relevant insights and guidance needed to make informed decisions.

System Configuration & Process Optimization (20-25% of Overall capacity)

• Lead design for Talent Development & Management programs : Own the strategic design and configuration of annual performance review cycles, promotion cycles, talent development (talent reviews, succession planning, etc.)
• Lead design for annual/adhoc compensation planning events: Own the strategic design and configuration of compensation planning program and reward statements
  

Stake Holder Engagement & Documentation  (Minimum 10% of Capacity)

• Create and maintain process documentation for recurring and high-volume operational tasks
• Capture current-state processes where documentation is limited or absent
• Drive consistency and repeatability in compensation and talent operations