Senior Workday Payroll and HCM Analyst

We need to output HTML fragment with sections: About the role? Actually the posting includes "Why USAA?" intro, then "The Opportunity", then "What You'll Do", then "What You Have", then "What Sets You Apart", then compensation, benefits. We need to use

for section headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We need to map content accordingly. We must not repeat job title as heading. We must not include Job ID etc. Remove boilerplate: EEO, equal-opportunity, scam-warning, cookie/navigation/legal, duplicated lines, application instructions. Also remove "Why USAA?" maybe considered intro but not a required heading; we can keep as

maybe. The instruction: "Use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." So we should create those headings only if we have real specific content. We need to decide which sections to include. We have content about role: "Why USAA?" and "The Opportunity". That could be "About the role". We'll put that under

About the role

with paragraphs. Responsibilities: "What You'll Do" list. We'll put under

Responsibilities

with

• items. Requirements: "What You Have" (education, experience). Could be Requirements. Qualifications: maybe "What Sets You Apart" could be Qualifications or Skills. We need to map. Skills: maybe specific skills like Workday config, etc. Could be under Skills. Benefits: we have benefits paragraph. Pay: we have compensation range. Schedule: we have flexible work environment requiring office 4 days per week. That's schedule. We must not create sections with filler like "commensurate with experience". We have actual content. We must not include duplicated lines. Ensure we preserve all substantive info. We need to output only HTML fragment, no /, no markdown fences. Let's craft. First, maybe a

  for the "Why USAA?" intro. Then

  About the role

  with paragraphs covering The Opportunity description. Then

  Responsibilities

  with
  • each bullet from What You'll Do. Then

    Requirements

    with
    • for What You Have (education, experience, etc). Could be multiple items. Then

      Qualifications

      maybe for What Sets You Apart (proven track record, direct experience, certifications, military experience). Or we could treat as Skills. But we need to follow the list of possible headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We can assign: - About the role: Why USAA? + The Opportunity. - Responsibilities: What You'll Do. - Requirements: What You Have (education, experience). - Qualifications: What Sets You Apart (proven track record, direct experience, certifications, military experience). Could also include some of the specific skills like Workday config, but those are more like Skills. - Skills: maybe the specific technical skills: Workday configuration, calculated fields, reports, etc. But we already covered many in Responsibilities and Qualifications. To avoid duplication, we could put the technical skill details under Skills. But we must not create thin sections. Let's see if we have enough content for each. We have: - About the role: decent paragraph. - Responsibilities: many bullet points. - Requirements: bullet points (education, 6 years HCM, etc). - Qualifications: bullet points (proven track record, direct experience configuring Workday Time Tracking or Absence Management, Workday certifications, US military experience). That's decent. - Skills: maybe we can list specific technical skills: In-depth functional knowledge of Core HCM, US Payroll operations, direct hands-on Workday US Payroll configuration experience, direct hands-on Workday Core HCM configuration experience, proven experience executing end-to-end testing cycles, demonstrated proficiency building advanced Workday calculated fields and custom reports, demonstrated success consulting directly with HR, Payroll and Accounting stakeholders, proven ability to diagnose root causes across cross-functional integration touchpoints. That's a lot; could be Skills. - Benefits: paragraph. - Pay: compensation range paragraph. - Schedule: flexible work environment requiring office 4 days per week, locations list, relocation assistance not available. We need to ensure we don't repeat content across sections. We'll distribute. Let's extract details. From posting: Why USAA? paragraph: "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 paragraph: "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." What You'll Do bullet list (many). We'll capture each as
    • . What You Have bullet list: "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." What Sets You Apart bullet list: "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." Compensation: "Compensation range: The salary range for this position is: $93,770 - $179,240. 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.). Compensation: USAA has an effective process for assessing market data and establishing ranges to ensure we remain competitive. You are paid within the salary range based on your experience and market data of the position. The actual salary for this role may vary by location. Employees may be eligible for pay incentives based on overall corporate and individual performance and at the discretion of the USAA Board of Directors. The above description reflects the details considered necessary to describe the principal functions of the job and should not be construed as a detailed description of all the work requirements that may be performed in the job." Benefits: "Benefits: 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 remove visa sponsorship line and immigration support line (that's boilerplate? It's specific but maybe considered legal? It's about visa sponsorship; not sure if we should keep. The instruction: remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate. Visa sponsorship might be considered legal; but it's a specific condition. However, it's a restriction; maybe we should keep as part of Pay? But it's not about pay. Could be considered legal. Safer to remove? The instruction says remove legal boilerplate. Visa sponsorship line is legal. I'd remove it. Also remove "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 also legal. Thus we keep compensation range and rest. Now schedule: "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'll put under Schedule. Now we need to avoid duplication: The Opportunity already mentioned flexible work environment 4 days per week and locations. We'll not repeat in Schedule? But we need to include schedule section; we can include that info there. However, we already used that info in About the role? We placed The Opportunity under About the role. If we also put schedule info under Schedule, we'd duplicate. To avoid duplication, we could move the schedule details to Schedule section and not include them in About the role. But About the role should still have description of role; we can keep The Opportunity paragraph without the schedule details. Let's parse The Opportunity paragraph: It includes schedule and location info at the end. We can split: keep the role description before "We offer a flexible work environment..." and then put schedule details under Schedule. Thus About the role will have: Why USAA? + The Opportunity description up to before schedule. Let's extract: "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." That's the core. Then schedule and location separate. Now we need to ensure we preserve all substantive info: we will have schedule section with flexible work environment