About the RoleWe're looking for a People Technology Analyst II to join our HR Technology & Analytics team as a senior individual contributor. You'll own key parts of our Workday ecosystem-especially HCM, position management, security, reporting, integrations, performance/talent, and benefits-while also contributing to the broader People technology stack and the AI-powered tools and workflows that are reshaping how we work.
What You'll Do- Serve as a senior Workday HCM owner across HCM, position management, security, reporting, integrations, performance/talent, and benefits.
- Design, configure, test, and deploy changes to HCM business processes (Hire, Create Position, Move Worker, Change Job, Termination, Reorg, data changes).
- Own position management configuration (job profiles, positions, supervisory orgs) to keep headcount and org data clean and auditable.
- Maintain and audit the Workday security model (security groups, roles, domain/BP security) to support least-privilege access and compliance.
- Build and maintain Workday reports and dashboards to support People, Finance, and business leaders with reliable insights.
- Support and troubleshoot integrations (EIBs, Core Connectors, RaaS) with benefits, payroll, recruiting, finance, and other HR tech.
- Partner with People Ops, People Partners, Total Rewards, TA, Payroll, Finance, and IT to translate business needs into scalable solutions across our People tech stack.
- Support and help administer adjacent People technology platforms (e.g., ATS, engagement, learning, performance tools)-contributing to vendor evaluations, configuration, and cross-system data integrity.
- Contribute to AI and automation initiatives within the People tech function-identifying opportunities to streamline workflows, reduce manual lift, and improve the employee and manager experience through intelligent tooling.
What You'll Bring- 5+ years of hands-on Workday HCM experience, including production configuration ownership.
Deep experience in at least four of:- Core HCM (job catalog, positions, org structures)
- Security (domain/BP security, roles, security groups)
- Reporting (advanced/matrix reports, calculated fields)
- Strong knowledge of Workday business processes, condition rules, and configuration best practices.
- Proven track record leading end-to-end Workday initiatives (requirements 12 design 12 config 12 testing 12 launch).
- Comfort working with complex HR data, resolving issues, and improving data quality.
- Familiarity with the broader HR technology landscape-including ATS platforms, engagement tools, or adjacent SaaS systems-and an interest in how they connect and interoperate.
- Curiosity about AI and emerging HR tech-you don't need to be an engineer, but you're eager to explore how LLMs, automation, and intelligent workflows can make People operations faster and smarter.
- Clear, concise communication with both technical and non-technical stakeholders.
How You'll SucceedYou balance technical depth with an employee- and manager-first mindset, document what you build, and collaborate closely with HR and cross-functional partners. You're not just a Workday admin-you're a People technology partner who's thinking about the full stack and what's coming next, including how AI and automation will continue to change the way HR teams operate. (edited)
Follow Us!YouTube | LinkedIn | X (Twitter) | Facebook
