Senior Workday HCM (Compensation and Talent) Analyst

Role Description: Position Summary The Workday HCM (Compensation & Talent) Analyst will join and Operate team supporting the client''s Workday production environment. The role focusses first on learning the current tenant configuration and operating model, then providing hypercare/surge support through Day-One and stabilization. The role will transition into steady-state production support, workday change management (minor enhancements), and ongoing optimization across Compensation and Talent.

Key Responsibilities (Workday-specific)

1)       Transition / Ramp-Up (start through Day-One readiness) - Gain proficiency in the State of Georgia’s Workday tenant configuration, including Business Processes (BPs), Condition Rules, Calculated Fields (CFs), Security Groups, Domains/Business Process Security Policies, and key organizational structures (e.g., Supervisory Orgs, Companies, Cost Centers). - Review and understand existing solution artifacts: configuration workbooks, tenant mapping, security model documentation, test evidence, release notes, and support runbooks. - Build working knowledge of upstream/downstream dependencies impacting Compensation and Talent (e.g., integrations, reports, EIBs, and data loads)

2)       Hypercare / Day-One Surge Support (go-live stabilization) - Provide functional production support for Compensation and Talent by managing incident intake, triage, prioritization, and resolution using defined SLAs. - Troubleshoot Workday issues by tracing BP steps, approvals, security access, and transaction data; identify whether issues are configuration, security, data, or integration related. - Execute hypercare operating rhythms (e.g., daily triage calls, defect trend analysis, hot-fix validation, user communications) and maintain accurate ticket documentation and knowledge articles. - Partner with technical/integration teams for cross-functional issues; validate fixes via targeted smoke/regression testing in appropriate tenants and confirm production outcomes.

3)       Steady-State Operate (Production Support & O&M) - Resolve and fulfill support requests across Compensation and Talent, including: - Compensation changes (eligibility, comp plans, allowances, one-time payments as applicable) - BP routing and approvals, task management, and exceptions - Security access troubleshooting (role-based assignments, domain/BP security) - Reporting support using Workday Reports (advanced reports/matrices as applicable) and dashboards - Support recurring operational events (as applicable): merit/bonus cycles, compensation eligibility updates, performance cycles, talent profile updates, and end-user enablement. - Maintain and improve SOPs, runbooks, job aids, and knowledge articles; contribute to continuous improvement and reduction of repeat incidents (problem management).

4)       Minor Enhancements / Continuous Improvement (Configuration + Testing) - Elicit and document requirements; translate needs into Workday solution options and acceptance criteria. - Configure and test small enhancements in Workday (as permitted), such as: - BP step/routing adjustments, condition rule updates, validation rules - Security policy refinements - Report changes, calculated fields, and prompts - Prepare deployment readiness (impact assessment, testing evidence, release notes) and support migration through the promotion path per change control. Functional Scope (Workday Modules) - Workday HCM Core (foundation for worker data, organizations, and BP orchestration) - Workday Compensation (compensation plans/components, eligibility, comp change processes) - Workday Talent (performance/goals, talent profiles, succession-related processes where applicable) -Required Skills: Workday Foundation HCM Foundation Compensation Foundation Talent Management - Process Foundation