Principal Workday Analyst – Compensation, Talent Management, Performance

This is a fully remote position, open to applicants in United States, +2 more states.

📋 Description

• Oversee the Advanced Compensation domain while providing support for Talent Management & Performance functional areas.

• Guide functional stakeholders through risk assessments and impact analyses related to Workday enhancements and change requests.

• Make informed decisions regarding business processes, system configurations, global compliance, plan provisions, statutory requirements, and impacts on upstream/downstream processes.

• Design and uphold Advanced Compensation structures.

• Configure and support the Talent Management and Performance modules.

• Ensure data integrity and adherence to company policies.

• Lead system upgrades and feature deployments.

• Serve as a Workday subject matter expert in the compensation and talent domains.

• Engage with HR business partners and leadership on compensation cycles, talent reviews, and performance initiatives.

• Evaluate and prioritize Workday tickets and enhancement requests.

• Analyze requirements for compensation plans, bonus structures, and performance processes.

• Configure Workday Advanced Compensation plans, encompassing merit, bonus, and stock plans.

• Update Talent Management and Performance templates related to goal setting, review cycles, and feedback processes.

• Test configurations and enhancements within the Workday sandbox, documenting results and issues encountered.

• Address complex issues surrounding compensation calculations, eligibility rules, and talent workflow.

• Respond to inquiries from HR, managers, and employees regarding system functionality and data discrepancies.

• Monitor compensation and performance processes for errors or bottlenecks.

• Collaborate with IT and Workday analysts on integrations and data workflows.

• Investigate Workday updates and best practices to propose process enhancements.

• Document changes to the system, configuration decisions, lessons learned, and audit information.

• Mentor and coach junior team members.

• Train and support HR team members and end users on new features and process adjustments.

• Plan for upcoming releases while identifying opportunities to leverage new Workday functionality.

⛳️ Requirements

• Bachelor's degree with over 7 years of experience in Human Capital Management systems, including Workday Advanced Compensation configuration, or an advanced degree with at least 5 years of HCM systems experience that includes Workday configuration.

• Experience in Talent Management configuration is preferred.

• A Bachelor's degree in Human Resources or Information Systems is preferred.

• Familiarity with HR systems is essential.

• Workday Pro or Partner certification is desirable.

• Experience with Workday implementation is required.

• Proven ability to work across functions.

• Strong critical thinking skills and the ability to collaborate, analyze data and systems, generate ideas, and maintain high standards focused on customer satisfaction and diversity and inclusion.

• Excellent communication and problem-solving abilities.

• Capability to manage multiple competing priorities effectively.

• High attention to detail and technical proficiency.

• Strong written and verbal communication skills.

• For degrees obtained outside the United States, a degree that satisfies 8 C.F.R. § 214.2(h)(4)(iii)(A) is required.

• U.S. work authorization regulations apply; Principal-level positions may be eligible for U.S. sponsorship, subject to company policy.

🏝️ Benefits

• Competitive salary and a flexible benefits package.

• Short-term incentive known as the Medtronic Incentive Plan (MIP).

• Health insurance coverage.

• Dental insurance.

• Vision insurance.

• Health Savings Account.

• Healthcare Flexible Spending Account.

• Life insurance.

• Long-term disability leave.

• Dependent daycare spending account.

• Tuition assistance and reimbursement.

• Simple Steps global well-being program.

• Incentive plans.

• 401(k) plan with employer contributions and matching.

• Short-term disability coverage.

• Paid time off.

• Paid holidays.

• Employee Stock Purchase Plan.

• Employee Assistance Program.

• Non-qualified Retirement Plan Supplement.

• Capital Accumulation Plan for Vice Presidents and above, or contingent upon IRS earning minimums.

• Temporary employees receive paid sick time as mandated by applicable state law.

• Reasonable accommodations available for qualified individuals with disabilities.