About The Role

The Director, Workday Compensation and Performance role is responsible for the product management of the Workday Compensation, Talent, and Advanced Compensation Management modules. This position will initially focus on driving our Workday implementation to success, then transition to continuous support and optimization of Workday. The role combines strategic vision and technical expertise to drive operational excellence through effective collaboration with stakeholders and optimal process design.

The Ideal Candidate Will Have

• A strong background in compensation strategy and administration with deep understanding of salary structures, pay practices, and total rewards frameworks
• A commitment to continuous improvement and focus on delivering best in class user experiences in the moments that matter
• Proven experience anticipating, defining, and recommending solutions to complex compensation and HR business problems related to pay equity, market positioning, and performance management
• Strong project and change management skills with a proven ability to drive alignment among stakeholders across cross functional teams, particularly during compensation cycle planning and execution
• Deep analytical capabilities with attention to detail in managing compensation data integrity, conducting pay equity analysis, and ensuring compliance with regulatory requirements

What You'll Do

• Support the successful implementation of Workday Compensation and Job Architecture as well as Talent and Advanced Compensation modules by coordinating project activities, tracking deliverables, and ensuring project milestones are met
• Act as functional subject matter expert for Workday Compensation, Talent and Advanced Compensation modules, partnering with cross-functional teams including HR leadership, HRIS, HR Centers of Excellence (CoEs), Finance, Payroll, and local market HR teams to provide guidance and consultation on best practices and optimization strategy
• Configure and maintain Workday business processes and compensation plans including merit cycles, bonus planning, stock plans, salary structures, grade profiles, job profiles, job families, and eligibility rules
• Support annual or cyclical processes such as year-end merit review, bonus planning, performance reviews, and goal setting within the system
• Responsible for identifying and implementing enhancements that will improve user experience, drive adoption, and maintain overall system hygiene and health
• Ensure the accuracy and integrity of compensation and performance data through regular audits, troubleshooting discrepancies, and managing data loads using tools like Enterprise Interface Builders (EIBs)
• Participate in the development and execution of the strategic roadmap for our Workday ecosystem, including module expansions, feature adoption, and integration strategy
• Monitor Workday product updates and releases, testing new features, documenting changes, and implementing enhancements to optimize system efficiency
• Complete continuing education to increase domain and product knowledge
• Drive process optimization and automation initiatives across the HR technology landscape
• Continuously analyze and evaluate current state solutions and advise on best practices to deliver best in class configurations
• Collaborate with stakeholders to influence and support HR technology and business process initiatives
• Act as subject matter expert for end-users and HR business partners, resolving system issues, access problems, and process flaws related to compensation and performance modules
• Manage direct reports, as needed

How You'll Grow

We are committed to investing and supporting you in your professional development and we have developed a range of programs focused on fostering leadership, growth and development opportunities. We aim to promote continuous learning and individual skills

development through on-the-job learning, self-guided professional development courses and certifications. You'll be assigned a dedicated coach to mentor, guide and support you through regular coaching sessions and serve as an advocate for your professional growth.

As you progress through your career at FTI Consulting, we offer tailored programs for critical professional milestones to ensure you are prepared and empowered to take on your next role.

What You Will Need To Succeed

Basic Qualifications

• Bachelor's degree in related field (Human Resources, Business Administration, Finance, or similar)
• 12+ years of experience in Workday Compensation and HR Systems / HR Operations
• Ability to travel to FTI office(s) as needed
• Applicants must be currently authorized to work in the United States on a full-time basis; this position will not sponsor applicants for work visas

Preferred Qualifications

• Prior managerial experience
• Deep functional knowledge of Workday Core HCM, Compensation, Talent, Advanced Compensation, and Job Architecture modules, including system architecture, configuration, business process framework, and integration capabilities
• Advanced degree or compensation certification (CCP, GRP, CECP) preferred
• Experience working in a global professional services or consulting environment Prior experience managing relationships with Workday and third-party implementation partners
• Demonstrated success in building and maturing a Workday ecosystem
• Strong background in HR process optimization and automation, particularly related to compensation and performance cycles
• Experience with compensation planning, salary structures, job architecture design and maintenance, pay equity analysis, and compliance requirements
• Experience working in a matrix organization with multiple stakeholders
• Strong executive presence and ability to influence senior leadership
• Track record of building and maintaining strong cross-functional partnerships
• 5+ years of experience focused on compensation administration and strategy
• 1+ years of people management experience

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Compensation
Minimum Pay:$140,000
Maximum Pay:$237,500

Compensation Disclosure: The compensation range reflects potential base salary for the role. Actual compensation is determined based on a wide array of relevant factors including market considerations, business needs, and an individual's location, skills, level of experience, and qualifications.