Senior Workday Payroll and HCM Analyst

We need to output HTML fragment with sections: About the role? The posting includes "Why USAA?" and "The Opportunity". We need to use

for section headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must include sections only when posting has real specific content. We need to parse content. We have: - Why USAA? (mission, values) could be "About the role" or maybe "About USAA". The instruction: use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we can map content to these headings. We need to decide which sections to include. Content: - Why USAA? (mission, values) -> could be "About the role" or maybe "About USAA". Since they said "About the role" is an example, we can use that for description of role and company. - The Opportunity: description of role responsibilities. - What You'll Do: list of duties (responsibilities). This is a list of duties. - What You Have: qualifications/requirements. - What Sets You Apart: additional qualifications/skills. - Compensation range: salary range. - Benefits: description. - Also schedule: "We offer a flexible work environment that requires an individual to be in the office 4 days per week." That's schedule info. - Locations: list of possible locations; relocation assistance not available. Could be part of "About the role" or maybe separate but not required heading. We must not include Job ID etc. We must not include boilerplate like EEO, application instructions, etc. Remove those. We must not create sections with placeholder text. Thus sections: - About the role (or maybe About USAA). We'll include mission, values, support for military spouses, flexible work environment, locations, relocation note. - Responsibilities: from "What You'll Do" (list). Could also include some from The Opportunity but that's more overview. We'll put responsibilities as list. - Requirements/Qualifications: from "What You Have" (education, experience, knowledge). Also "What Sets You Apart" could be skills or qualifications. We'll combine into Requirements (maybe Qualifications). We'll need to decide: Use Requirements for mandatory qualifications, Skills for additional? The instruction says we can use sections like Requirements, Qualifications, Skills. We'll need to avoid duplication. Let's map: - Requirements: Bachelor's degree OR 4 years relevant education/experience; 6 years HCM application support and development experience; in-depth functional knowledge of Core HCM, US Payroll; direct hands-on Workday US Payroll config; direct hands-on Workday Core HCM config; proven experience executing end-to-end testing cycles; demonstrated proficiency building advanced Workday calculated fields and custom reports; demonstrated success consulting with HR, Payroll, Accounting stakeholders; proven ability to diagnose root causes... - Skills: Proven track record supporting end-to-end US Payroll cycles, gross-to-net calculations, payroll-to-accounting settlement; direct experience configuring Workday Time Tracking or Absence Management alongside Payroll; Workday certifications; US military experience gained through military service or as a military spouse/domestic partner. - Qualifications maybe not needed if we have Requirements and Skills. But we could also include "Qualifications" for education and experience. However we already put those in Requirements. To avoid thin sections, we can combine education/experience into Requirements and keep Skills separate. Or we could have Requirements (education/experience), Qualifications (functional knowledge), Skills (certifications, military). But we need to avoid many thin sections. Let's aim for three sections: About the role, Responsibilities, Requirements, Skills, Benefits, Pay, Schedule. That's many but each has substantive content. Check each: - About the role: mission, values, support for military spouses, flexible work environment, locations, relocation note. - Responsibilities: list from What You'll Do. - Requirements: education/experience, years HCM, functional knowledge, hands-on config, testing cycles, calculated fields, consulting, root cause diagnosis. - Skills: proven track record end-to-end US Payroll cycles, Time Tracking/Absence Management config, Workday certifications, US military experience. - Benefits: description. - Pay: compensation range. - Schedule: office 4 days per week. We must not include placeholder like "commensurate with experience". The compensation range is given, so we include Pay. Now we need to output HTML fragment only, no /. Use

for each section heading. Use

• for any list of duties/requirements/benefits. Use

  for prose. We need to preserve all substantive information; do not invent or summarize away detail. So we need to include all details from the sections. Let's extract details. About the role: - Why USAA? At USAA, our mission is to empower our members to achieve financial security through highly competitive products, exceptional service and trusted advice. We seek to be the #1 choice for the military community and their families. Embrace a fulfilling career at USAA, where our core values – honesty, integrity, loyalty and service – define how we treat each other and our members. Be part of what truly makes us special and impactful. We are proud to support active-duty military spouses. USAA roles may offer remote or hybrid flexibility for active-duty military spouses consistent with applicable policy and business needs. - The Opportunity: As a dedicated Senior Workday Payroll and HCM Analyst you will serve as a primary point of contact or an advanced knowledge resource for HR business projects involving the development, implementation and testing of systems modifications. You will be responsible for internal solution consulting, researching, analyzing, solution designing within Workday and also troubleshooting and resolving issues that come up. You’ll also assemble key participants and guides and facilitate cross-functional teams in the strategy development and implementation of business solutions. This role will work on both Workday Core HCM and Workday Payroll. - We offer a flexible work environment that requires an individual to be in the office 4 days per week. This position can be based in one of the following locations: San Antonio, TX, Plano, TX, Phoenix, AZ, Colorado Springs, CO, Charlotte, NC, or Tampa, FL. Relocation assistance is not available for this position. We need to include all that in About the role section. Could be multiple paragraphs. Responsibilities: from "What You'll Do". It's a list of duties, each sentence starts with a verb. We'll make

  • for each. List: - Leads and facilitates complex HR business projects involving systems and/or business processes to achieve business goals and operational objectives. - Assesses overall project and operational risks and develops mitigation plans. - Serves as a resource to the working teams on escalated issues guiding them in development and delivery of work products. - Researches, analyzes, troubleshoots and resolves issues related to system modifications and/or data integrity. - Performs hands-on Workday configuration across Core HCM and US Payroll, including pay groups, earnings and deduction rules, calculation engines, tax configuration, retro pay-processing business process setup, calculated fields, condition rules, domain/BP security policies, reports. - Leads the functional testing, parallel runs, and configuration validation for semi-annual Workday feature releases, year-end tax updates, and regulatory changes. - Evaluates and tests emerging Workday AI capabilities within enterprise governance frameworks. - Responsible for notifying stakeholders of issues and describing plan for resolution. - Manages ambiguity and consistently drives clarity among stakeholders through negotiation. - Responsible for data quality and integrity by ensuring system output is monitored and interfaces and systems are validated. - Coaches users to maximize system functionality and data output. - Partners with vendor customer service as necessary in leading the customer in resolving system and/or data issues. - Synthesizes analyses, identifies root cause(s), and provides recommendations that influence business solutions. - Partners with clients to document and understand requirements; this may include, but are not limited to, business requirements, use cases / user stories, functional requirements, configuration requirements, data and reporting requirements, test case development and integration requirements. - Assesses, defines scope, identifies risk and provides solution options and/or recommendations for HR technology projects. - Remains current on HR system and data practices in order to implement new ideas as well as leverage system technology for operational effectiveness. - Ensures risks associated with business activities are effectively identified, measured, monitored, and controlled in accordance with risk and compliance policies and procedures. That's a lot; we need to keep all. Requirements: from "What You Have". Let's list each bullet. - Bachelor's degree; OR 4 years of relevant education and/or experience. - 6 years of Human Capital Management (HCM) application support and development experience, including system configuration in an enterprise environment, with direct ownership of systems analysis, solution design, and hands-on tenant configuration. - In-depth functional knowledge of Core HCM, US Payroll operations and their downstream impacts on Compensation, Benefits, and General Ledger Accounting. - Direct hands-on Workday US Payroll configuration experience, including building and maintaining pay groups, earning and deduction codes, calculation rules, retro-pay processing, and payroll settlement. - Direct hands-on Workday Core HCM configuration experience, including organizations, staffing models, business process definition/step configurations, condition rules, calculated fields and domain/BP policies. - Proven experience executing end-to-end testing cycles, including semi-annual Workday Feature release validations, parallel payroll testing, and year-end tax and regulatory updates. - Demonstrated proficiency building advanced Workday calculated fields and custom reports to support complex payroll logic and audit. - Demonstrated success consulting directly with HR, Payroll and Accounting stakeholders to translate complex compliance and compensation policies into functional technical specifications. - Proven ability to diagnose root causes across cross-functional integration touchpoints, evaluate configuration trade-offs, and deliver scalable production fixes for complex defect cycles. That's all. Skills: from "What Sets You Apart". - Proven track record supporting end-to-end US Payroll cycles, gross-to-net calculations, and payroll-to-accounting settlement in an enterprise environment. - Direct experience configuring Workday Time Tracking or Absence Management alongside Payroll. - Workday certifications. - US military experience gained through military service or gained as a military spouse / domestic partner. Benefits: from "Benefits:" paragraph. - At USAA our employees enjoy best-in-class benefits to support their physical, financial, and emotional wellness. These benefits include comprehensive medical, dental and vision plans, 401(k), pension, life insurance, parental benefits, adoption assistance, paid time off program with paid holidays plus 16 paid volunteer hours, and various wellness programs. Additionally, our career path planning and continuing education assists employees with their professional goals. For more details on our outstanding benefits, visit our benefits page on USAAjobs.com. We need to keep all that. Pay: compensation range. - Compensation range: The salary range for this position is: $93,770 - $179,240. - Also there is extra text about compensation process, but we should include all substantive info. The paragraph after compensation range: "USAA does not provide visa sponsorship for this role. Please do not apply for this role if at any time (now or in the future) you will need immigration support (i.e., H-1B, TN, STEM OPT Training Plans, etc.)." That's not compensation; it's about visa sponsorship. Should we include? It's substantive but not under Pay heading. The instruction: include a section ONLY when posting has real, specific content for it — never emit a heading followed by filler/placeholder text. We have content about visa sponsorship; but we don't have a heading for it. Could we include it under About the role? Possibly as a note. But the instruction says we can use headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Visa sponsorship doesn't fit those. Could we drop it? It's substantive but not fitting headings; maybe we can include it in About the role as a note. However the instruction says "Do NOT repeat the job title as a heading (