Full Job Description
ABOUT THE ROLE
The Human Capital Technology Analyst is a hands-on systems, data, and analytics role supporting all of the platforms and processes that attract, hire, develop, pay, reward, and protect Welltower's corporate employees. Reporting to the Senior Manager / Director, Human Capital Technology, this person owns day-to-day configuration, maintenance, data management, and reporting across all Human Capital technology, spanning Total Rewards, Talent Management, and Talent Acquisition, for the United States, Canada, and the United Kingdom. The role will also be a core contributor to Welltower's transition from UKG Pro to Workday HCM.
The role suits someone who enjoys both sides of the work: understanding how an HC process, such as a pay rule, merit cycle, requisition approval, or performance review, should behave, and then making sure the system, data, integrations, and reports behave that way. The position will be filled at the Analyst or Senior Analyst level based on experience, with the Senior Analyst carrying greater ownership of complex configuration, data domains, workstream leadership, and mentoring.
KEY RESPONSIBILITIES
HC Technology Administration & Support
• Configure, maintain, and support all HC system functionality in UKG Pro today and Workday HCM in the future state, including business processes, organizational structures, job and position data, notifications, and security roles, along with adjacent HC applications and their integrations.
• Process and audit system transactions and mass data changes (e.g., reorganizations, job changes, cost center updates), ensuring accuracy, completeness, and appropriate approvals.
• Triage and resolve HC system requests and issues through Case Management Tool (JIRA/ ServiceNow, etc.), performing root-cause analysis and documenting resolutions so recurring problems are fixed at the source.
• Support vendor releases and system upgrades by reviewing release notes, assessing impact on configuration and integrations, and executing regression testing.
• Administer user access and security role assignments and support periodic access reviews.
HC Master Data Management
• Serve as data steward for core HC data domains (worker, job and position, organization, compensation, benefits, and talent data), maintaining the HC data dictionary, data standards, and naming conventions.
• Govern the creation and change of HC reference data (e.g., job codes, job families, grades, locations, and org units) through a controlled request-and-approval process.
• Run scheduled data quality audits and exception reports, track data quality metrics, and resolve root causes with data owners.
• Reconcile HC data with Finance and IT (e.g., headcount, cost centers, and identity provisioning) so the HCM remains the trusted system of record.
HC Reporting, Analytics & Visualization
• Build and maintain reports and dashboards (UKG Pro/ Workday reporting, Power BI, and Excel) for Total Rewards, Talent Management, Talent Acquisition, and HC leadership.
• Apply standard metric definitions (e.g., headcount, turnover, time-to-fill, and compa-ratio) consistently across all reporting, and maintain the HC metric library.
• Develop self-service dashboards for HC Business Partners and leaders, with role-based security aligned to HCM access.
• Prepare data, analysis, and visualizations that support workforce decisions and leadership materials, and fulfill ad hoc data requests.
Total Rewards Systems (Payroll, Compensation & Benefits)
• Serve as the primary systems partner to the Payroll team across US, Canadian, and UK payrolls, supporting configuration of pay groups, earnings, deductions, taxes, and accruals.
• Monitor payroll-related integrations and outbound files (e.g., general ledger, time and attendance, retirement provider, garnishment and tax vendors), resolving discrepancies with Payroll, Finance, and vendors.
• Support annual and off-cycle compensation processes (merit, bonus, and long-term incentive) through system configuration, eligibility rules, worksheet setup, manager support, and post-cycle data loads and validation.
• Maintain compensation structures in the system, including pay grades and ranges, compensation plans, and job-to-grade mappings, partnering with Total Rewards to keep HCM data aligned.
• Configure and maintain benefit plans, eligibility rules, rates, life event processing, support annual Open Enrollment setup, testing, communications support, and post-enrollment audits.
• Support benefits compliance reporting and data requests, such as ACA reporting (1095-C), Form 5500, and nondiscrimination testing.
Talent Management Systems
• Configure and support performance management, goal setting, talent review, succession, and learning processes, including cycle setup, eligibility, manager support, and post-cycle data validation.
• Provide talent data and reporting (e.g., performance distributions, succession coverage, and learning completion) to support talent decisions.
Talent Acquisition Systems
• Support applicant tracking, requisition and offer workflows, and onboarding, including integrations between recruiting tools and the HCM.
• Maintain recruiting data quality and deliver Talent Acquisition reporting (e.g., requisition pipeline, time-to-fill, and source effectiveness).
Data Privacy & Compliance
• Handle highly sensitive data (compensation, PII, health, and banking information) in line with Welltower's data classification and privacy standards, including for USA - HIPAA and CCPA/CPRA (California), Canada - PIPEDA, and UK - GDPR where relevant.
• Support SOX, internal audit, and external audit requests with documentation, evidence, and control testing.
Workday HCM Transition
• Serve as a subject-matter expert on current-state HC processes and data during Workday design, translating requirements across Total Rewards, Talent Management, and Talent Acquisition.
• Lead data cleansing and conversion activities, execute testing, and support adoption and optimization after go-live.
Other Duties
Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required of this employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.
MINIMUM REQUIREMENTS
Required
• Bachelor's degree in Information Systems, Human Resources, Business Administration, Finance, Accounting, or a related field, or equivalent experience.
• Analyst: 2+ years of experience in HRIS, HC data and reporting, payroll, compensation and benefits, or talent systems. Senior Analyst: 5+ years, including hands-on configuration in an enterprise HCM platform.
• Hands-on experience with at least one enterprise HCM platform (Workday, UKG, ADP, Dayforce, SAP SuccessFactors, or Oracle HCM).
• Working knowledge of HC processes across Total Rewards (payroll, compensation, and benefits), Talent Management (performance, succession, and learning), and Talent Acquisition (recruiting and onboarding).
• Advanced Excel skills (e.g., lookups, pivot tables, data validation) and comfort working with large data sets.
• Experience with system testing, data validation, reconciliation, and data quality management.
• Experience building reports and dashboards that turn HC data into clear insight for non-technical audiences.
• High attention to detail and absolute discretion with confidential employee and compensation data.
• Clear written and verbal communication, with the ability to explain system issues to non-technical partners.
• Ability to manage multiple priorities against firm deadlines such as payroll, open enrollment, compensation, and performance cycles.
Preferred
• Workday HCM experience (Core HCM, Payroll, Compensation, Benefits, Talent, Recruiting, or Absence); Workday certification is a strong plus, particularly at the Senior Analyst level.
• Experience supporting multi-country HC processes, ideally including USA, Canada, and UK.
• Experience with Power BI, SQL, or Workday reporting and analytics tools (custom reports, calculated fields, dashboards, or Prism Analytics); Power BI or SQL experience is expected at the Senior Analyst level.
• Familiarity with data governance and master data management practices (e.g., data dictionaries, data stewardship, and data quality metrics).
• Familiarity with integration concepts and tools (e.g., Enterprise Interface Builders (EIBs)/ Core Connectors/ Workday Studio for 834 EDI benefit files, or external SFTP file transfers).
• Experience with a Workday HCM implementation or HCM data migration.
• Relevant certifications such as FPC (PayrollOrg), CCP or CBP (WorldatWork), or SHRM-CP.
• Experience in real estate, healthcare, senior living, or hospitality environments.
CORE COMPETENCIES
Analytical rigor and attention to detail, data-driven storytelling, systems thinking, root-cause problem solving, integrity and discretion with confidential data, a service mindset toward HC partners and employees, ownership and accountability, adaptability through large-scale change, and clear, concise communication.
