Senior Workday Payroll and HCM Analyst
for headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must not repeat job title as heading. No Job ID etc. Remove boilerplate: cookie/navigation/legal/EEO/equal-opportunity/scam-warning, duplicated lines, application instructions. Also remove "Why USAA?" maybe part of about? The posting starts with "Why USAA?" then mission statement. That's about the company, could be "About the role"? Actually "About the role" is typical heading for description of role. The mission statement is about USAA, not role. Could be placed under "About the role"? But we need to preserve all substantive information. The "Why USAA?" section is about company mission and values; that is substantive. Could be placed under a heading like "About USAA" but not in allowed list. Allowed headings are limited to those list. We could put that content under "About the role" maybe? But that heading is for role description. However instructions: use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It says e.g., meaning those are examples; we can use those headings. It doesn't forbid other headings? It says use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Likely they expect us to use those headings only. So we must map content to those headings.
We have content:
- About the role: maybe the introductory paragraph about USAA mission and values? Or the "Opportunity" paragraph describing role. Let's decide: "About the role" could contain the description of the role: "As a dedicated Senior Workday Payroll and HCM Analyst you will serve as a primary point of contact..." That's role description. Also the "Why USAA?" could be considered about company, but maybe we can include under "About the role" as well? Might be okay.
- Responsibilities: The "What You'll Do" bullet list.
- Requirements: maybe "What You Have" (education, experience). Could be under Requirements.
- Qualifications: maybe "What Sets You Apart" (additional qualifications). Could be under Qualifications.
- Skills: maybe not explicitly listed; but we could infer from responsibilities? However we should not create a section unless posting has real specific content for it. There's no explicit "Skills" bullet list. Could skip.
- Benefits: there is a Benefits paragraph.
- Pay: there is Compensation range.
- Schedule: there is "We offer a flexible work environment that requires an individual to be in the office 4 days per week." Also location info. That's schedule/location. Could be under Schedule.
We must not include filler like "commensurate with experience". Not present.
We must not include application instructions, EEO, etc. Remove lines like "USAA is an Equal Opportunity Employer..." etc. Also remove "Applications for this position are accepted on an ongoing basis..." etc. Also remove "Please do not apply for this role if at any time..." etc. Also remove "USAA does not provide visa sponsorship..." etc. Also remove "Compensation: USAA has an effective process..." maybe that's part of Pay? It's about compensation process; could be included under Pay? It's substantive but maybe we can keep. However it's somewhat generic but still about compensation. We'll include.
We must preserve all substantive information; do not invent or summarize away detail. So we need to keep details like location list, relocation assistance not available, etc.
We need to format lists with - . For prose use
.
We must not repeat job title as heading.
We must not put Job ID/requisition numbers as headings.
We must output only HTML fragment.
Let's extract sections:
About the role: Could combine "Why USAA?" mission and values plus "The Opportunity" paragraph.
Content:
"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."
Then "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 could split schedule/location later.
But schedule heading: we have "We offer a flexible work environment that requires an individual to be in the office 4 days per week." and location list and relocation assistance.
Thus maybe schedule section includes that.
Responsibilities: The "What You'll Do" list (multiple sentences each starting with a verb). We'll convert each sentence to
- .
Requirements: "What You Have" bullet list (actually sentences). We'll convert each to
- .
Qualifications: "What Sets You Apart" bullet list.
Skills: Not present; skip.
Benefits: Benefits paragraph.
Pay: Compensation range and maybe compensation process description.
We must not include boilerplate like "USAA does not provide visa sponsorship..." etc. Also remove "Please do not apply..." etc. Also remove "Applications for this position are accepted..." etc. Also remove "USAA is an Equal Opportunity Employer..." etc.
Also remove "Compensation: USAA has an effective process for assessing market data..." maybe we keep as part of Pay? It's about compensation process; it's substantive. Keep.
Also remove "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." That's boilerplate; remove.
Now craft HTML.
We'll have:
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.
But we also have schedule info; maybe we move that to Schedule section.
Thus About the role ends before schedule.
Now Schedule section:
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.
Now Responsibilities:
Responsibilities
- 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.
Now Requirements:
Requirements
- 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.
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Likely they expect us to use those headings only. So we must map content to those headings.
We have content:
- About the role: maybe the introductory paragraph about USAA mission and values? Or the "Opportunity" paragraph describing role. Let's decide: "About the role" could contain the description of the role: "As a dedicated Senior Workday Payroll and HCM Analyst you will serve as a primary point of contact..." That's role description. Also the "Why USAA?" could be considered about company, but maybe we can include under "About the role" as well? Might be okay.
- Responsibilities: The "What You'll Do" bullet list.
- Requirements: maybe "What You Have" (education, experience). Could be under Requirements.
- Qualifications: maybe "What Sets You Apart" (additional qualifications). Could be under Qualifications.
- Skills: maybe not explicitly listed; but we could infer from responsibilities? However we should not create a section unless posting has real specific content for it. There's no explicit "Skills" bullet list. Could skip.
- Benefits: there is a Benefits paragraph.
- Pay: there is Compensation range.
- Schedule: there is "We offer a flexible work environment that requires an individual to be in the office 4 days per week." Also location info. That's schedule/location. Could be under Schedule.
We must not include filler like "commensurate with experience". Not present.
We must not include application instructions, EEO, etc. Remove lines like "USAA is an Equal Opportunity Employer..." etc. Also remove "Applications for this position are accepted on an ongoing basis..." etc. Also remove "Please do not apply for this role if at any time..." etc. Also remove "USAA does not provide visa sponsorship..." etc. Also remove "Compensation: USAA has an effective process..." maybe that's part of Pay? It's about compensation process; could be included under Pay? It's substantive but maybe we can keep. However it's somewhat generic but still about compensation. We'll include.
We must preserve all substantive information; do not invent or summarize away detail. So we need to keep details like location list, relocation assistance not available, etc.
We need to format lists with - . For prose use
.
We must not repeat job title as heading.
We must not put Job ID/requisition numbers as headings.
We must output only HTML fragment.
Let's extract sections:
About the role: Could combine "Why USAA?" mission and values plus "The Opportunity" paragraph.
Content:
"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."
Then "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 could split schedule/location later.
But schedule heading: we have "We offer a flexible work environment that requires an individual to be in the office 4 days per week." and location list and relocation assistance.
Thus maybe schedule section includes that.
Responsibilities: The "What You'll Do" list (multiple sentences each starting with a verb). We'll convert each sentence to
- .
Requirements: "What You Have" bullet list (actually sentences). We'll convert each to
- .
Qualifications: "What Sets You Apart" bullet list.
Skills: Not present; skip.
Benefits: Benefits paragraph.
Pay: Compensation range and maybe compensation process description.
We must not include boilerplate like "USAA does not provide visa sponsorship..." etc. Also remove "Please do not apply..." etc. Also remove "Applications for this position are accepted..." etc. Also remove "USAA is an Equal Opportunity Employer..." etc.
Also remove "Compensation: USAA has an effective process for assessing market data..." maybe we keep as part of Pay? It's about compensation process; it's substantive. Keep.
Also remove "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." That's boilerplate; remove.
Now craft HTML.
We'll have:
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.
But we also have schedule info; maybe we move that to Schedule section.
Thus About the role ends before schedule.
Now Schedule section:
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.
Now Responsibilities:
Responsibilities
- 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.
Now Requirements:
Requirements
- 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.
. We must not repeat job title as heading. We must not put Job ID/requisition numbers as headings. We must output only HTML fragment. Let's extract sections: About the role: Could combine "Why USAA?" mission and values plus "The Opportunity" paragraph. Content: "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." Then "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 could split schedule/location later. But schedule heading: we have "We offer a flexible work environment that requires an individual to be in the office 4 days per week." and location list and relocation assistance. Thus maybe schedule section includes that. Responsibilities: The "What You'll Do" list (multiple sentences each starting with a verb). We'll convert each sentence to
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.
But we also have schedule info; maybe we move that to Schedule section. Thus About the role ends before schedule. Now Schedule section: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.
Now Responsibilities:Responsibilities
- 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.
Requirements
- 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.