Job details

Workday HR Systems Analyst

The Workday HR Systems Analyst will be responsible for supporting the coordination, configuration, and administration of HRIS business processes and/or activities, ensuring data integrity and processing of all personnel actions, under general guidance of the Associate Director, HR Technology.

Essential Job Functions:

Support the HRIS ( Workday) job functions/activities:
- Trouble shooting of Workday HCM system issues reported by different users.
- In partnership with the Technology team, conduct end-user testing to ensure strategic business objectives are met.
- Collaborate with Technology team in providing Workday technical support, configuration, and security maintenance for optimal system functionality.
- Support future systems changes/releases, including needs analysis, requirements, configuration, testing, impact analysis, training, and ongoing user support.
Collaborate with People Solutions leadership, centers of excellence, and business partners to understand the technology needs/challenges of the department and develop technical solutions.
Review and analyze current processes and systems.
Contribute to the proactive identification of opportunities to improve processes and systems.
Gather and define requirements to recommend, design, and implement solutions to ensure user ease of adoption.
Develop ad hoc reports and fulfill HRIS (Workday) report and data requests. Strong hands-on experience with Workday Report writing skills.
Experience with EIB loads.
Assist in the development of training programs and materials. (Updating Job Aids, QRGs -Quick Reference Guides and SOP's frequently.
Ability to demo new Workday system features to business users.
Assist the Associate Director during system Audits.
Monitor the internal case management tool (MS Dynamics) and address the tickets to meet the SLAs.
Ability to work in multiple Workday Modules ( Recruiting, Compensation/Advance Comp, Performance Management, Benefits etc)

Education/Experience Requirements:

Bachelor’s Degree or equivalent combination of education and work experience plus a minimum of three (3) years of Workday experience.
Strong hands-on Workday experience required with good knowledge of Core HCM, Recruiting, Compensation/Advance Comp, Performance Management and Benefits modules.
Strong knowledge of HR Management Systems (e.g., PeopleSoft).
In-depth experience with the Microsoft Office suite, specifically: Outlook, Word, Excel, and PowerPoint. Familiarity with MS Access and MS Project a plus.
Solid project management skills.
General understanding of federal and state employment laws.
Exceptional interpersonal, oral and written communication skills and collaboration skills.
Superior organization and time management skills with proven ability to prioritize and execute against multiple projects simultaneously under tight deadlines, while maintaining outstanding attention to detail and customer service.
HR Certification or Workday Pro certification a plus.
Experience with JIRA (Nice to Have).

Work Conditions:

Normal office conditions.
Minimum overtime and travel may be required.

For work that is performed in CA, CO, New York, NY and WA, the chart below outlines the proposed salary range for the corresponding location. In addition to location, actual compensation is based on various factors, including but not limited to, the candidate’s skill set, level of experience, education, and internal peer compensation comparisons.

California: Minimum Salary $73,000, Maximum Salary $141,900

Colorado: Minimum Salary $66,200, Maximum Salary $118,200

New York, NY: Minimum Salary $79,400, Maximum Salary $141,900

Washington: Minimum Salary $66,200, Maximum Salary $136,000

#LI-Hybrid

To be considered for this position, please submit an application.

The information provided above has been designed to indicate the general nature and level of work of the position. It is not a comprehensive inventory of all duties, responsibilities and qualifications required.

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Employees may be eligible for a discretionary bonus in addition to base pay. FINRA provides comprehensive health, dental and vision insurance. Additional insurance includes basic life, accidental death and dismemberment, supplemental life, spouse/domestic partner and dependent life, and spouse/domestic partner and dependent accidental death and dismemberment, short- and long-term disability, long-term care, business travel accident, disability and legal. FINRA offers immediate participation and vesting in a 401(k) plan with company match and eligibility for participation in an additional FINRA-funded retirement contribution, tuition reimbursement and many other benefits.

Time Off and Paid Leave*

FINRA encourages its employees to focus on their health and wellness in many ways, including through a generous time-off program of 15 days of paid time off, 5 personal days and 9 sick days (all pro-rated in the first year). Additionally, we are proud to support our communities by providing two volunteer service days (based on full-time schedule). Other paid leave includes military leave, jury duty leave, bereavement leave, voting and election official leave for federal, state or local primary and general elections, care of a family member leave (available after 90 days of employment); and childbirth and parental leave (available after 90 days of employment). Full-time employees receive nine paid holidays.

Based on full-time schedule

Important Information

FINRA’s Code of Conduct imposes restrictions on employees’ investments and requires financial disclosures that are uniquely related to our role as a securities regulator. FINRA employees are required to disclose to FINRA all brokerage accounts that they maintain, and those in which they control trading or have a financial interest (including any trust account of which they are a trustee or beneficiary and all accounts of a spouse, domestic partner or minor child who lives with the employee) and to authorize their broker-dealers to provide FINRA with duplicate statements for all of those accounts. All of those accounts are subject to the Code’s investment and securities account restrictions, and new employees must comply with those investment restrictions—including disposing of any security issued by a company on FINRA’s Prohibited Company List or obtaining a written waiver from their Executive Vice President—by the date they begin employment with FINRA. Employees may only maintain securities accounts that must be disclosed to FINRA at one or more securities firms that provide an electronic feed (e-feed) of data to FINRA, and must move securities accounts from other securities firms to a firm that provides an e-feed within three months of beginning employment.

As standard practice, employees must also execute FINRA’s Employee Confidentiality and Invention Assignment Agreement without qualification or modification and comply with the company’s policy on nepotism.

Search Firm Representatives

Please be advised that FINRA is not seeking assistance or accepting unsolicited resumes from search firms for this employment opportunity. Regardless of past practice, a valid written agreement and task order must be in place before any resumes are submitted to FINRA. All resumes submitted by search firms to any employee at FINRA without a valid written agreement and task order in place will be deemed the sole property of FINRA and no fee will be paid in the event that person is hired by FINRA.

FINRA is an Equal Opportunity and Affirmative Action Employer

All qualified applicants will receive consideration for employment without regard to age, citizenship status, color, disability, marital status, national origin, race, religion, sex, sexual orientation, gender identity, veteran status or any other classification protected by federal state or local laws as appropriate, or upon the protected status of the person’s relatives, friends or associates.

FINRA abides by the requirements of 41 CFR 60-741.5(a). This regulation prohibits discrimination against qualified individuals on the basis of disability, and requires affirmative action by covered prime contractors and subcontractors to employ and advance in employment qualified individuals with disabilities.

FINRA abides by the requirements of 41 CFR 60-300.5(a). This regulation prohibits discrimination against qualified protected veterans, and requires affirmative action by covered prime contractors and subcontractors to employ and advance in employment qualified protected veterans.