Senior Business Analyst – Workday Advanced Compensation

Responsibilities

• Partner with compensation operations leadership to support day-to-day implementation efforts and help ensure project requirements are delivered effectively.
• Work with program managers and project stakeholders to build end-to-end process maps, documentation, work instructions, and risk assessments.
• Review existing annual rewards planning project plans and support updates needed for the transition to Workday Advanced Compensation.
• Help prepare for compensation cycles within Workday Advanced Compensation, including technical excellence, annual rewards planning, STI, and LTI activities.
• Support process improvement efforts by identifying gaps, developing workflows, and assisting compensation operations managers with implementation readiness.
• Participate in testing cycles and help define the transition roadmap from the legacy compensation platform to Workday Advanced Compensation.
• Collaborate with HR centers of expertise, vendors, and IT partners to support the design, implementation, and maintenance of HR technology solutions.
• Analyze system capabilities and business processes to recommend enhancements that improve workforce productivity and HR support delivery.

Requirements

• Deep experience with Workday Advanced Compensation in a complex global organization.
• Strong understanding of merit, bonus, promotion, and long-term incentive processes within Workday Advanced Compensation.
• Experience supporting Workday implementations or system enhancements.
• Background supporting compensation cycles in a large, global environment.
• Ability to translate business needs into clear process documentation and actionable plans.
• Strong collaboration and communication skills with the ability to work across multiple teams and stakeholders.
• Organized, detail-oriented, and comfortable supporting multiple workstreams in a fast-paced environment.

Preferred Skills

• Workday Advanced Compensation certification.
• Familiarity with PeopleFluent Compensation, especially in transition environments.
• Previous experience supporting compensation operations projects or transformation initiatives.
• Experience helping teams prepare for annual planning and other recurring compensation cycles.
• Exposure to HR technology programs within a global organization.