Job Description

The Talent Technology Experienced Professional is responsible for collaborating with HR, Compensation, Talent Management, and business stakeholders to develop and implement requirements for projects designed to increase the efficiency and effectiveness of Workday Talent, Performance, and Compensation processes. This role leverages deep knowledge of the talent technology ecosystem and Workday HCM to research, develop, configure, and recommend solutions that enable the organization to achieve its strategic goals. The Talent Technology Experienced Professional partners with the Talent Technology team to oversee the administration, governance, testing, and optimization of Workday Compensation and Performance Management solutions. In addition, this role trains and supports team members on new and established processes.

Responsibilities

Special projects, as assigned, related to researching, specifying, developing, testing, and implementing enhancements to Workday Compensation and Performance Management processes and technologies. (20%)

Solution Assessment, Development, & Validation (25%)

• Works with project teams to ensure proposed solutions align with business requirements and maximize value to stakeholders.
• Researches new technologies and Workday capabilities related to Compensation, Performance, Talent, and Workforce Planning and recommends adoption where appropriate.
• Defines requirements for system enhancements, annual compensation cycles, performance review processes, and talent initiatives.
• Performs gap analysis, develops acceptance criteria, and recommends solutions to improve employee and manager experiences.
• Collaborates with internal IT and HR stakeholders to configure and support Workday Compensation and Performance functionality in alignment with Talent Technology strategy.
• Works with project teams to evaluate system defects, assess business impact, and develop remediation plans.

Requirements Gathering & Stakeholder Engagement (15%)

• Gather requirements and conduct discovery sessions with HR, Compensation, Talent Management, and business leaders using techniques including interviews, workshops, surveys, process analysis, prototyping, and focus groups.
• Document business requirements, configuration needs, security considerations, and reporting requirements related to Workday Compensation and Performance processes.
• Validate requirements with stakeholders to ensure alignment with business objectives.

Requirements Analysis & Solution Design (10%)

• Analyze and prioritize requirements with stakeholders, project sponsors, and project managers.
• Organize, model, and document business processes and system requirements related to compensation planning, merit cycles, bonus administration, goal management, and performance review processes.
• Support solution design, testing, and deployment activities while ensuring alignment with Workday best practices.

System Administration, Monitoring & Troubleshooting (20%)

• Monitor Workday integrations, business processes, and automations supporting Compensation and Performance Management for unusual behavior or system failures.
• Identify and remediate issues when possible; manage tickets with IT, internal teams, and external vendors as needed.
• Support annual compensation planning cycles, performance review cycles, testing activities, and production deployments.
• Implement monitoring, logging, and notification processes to proactively identify and resolve issues.

Training, Governance & Leadership (10%)

• Provide coaching and leadership to Talent Technology staff.
• Develop and deliver training to Talent Technology team members, HR partners, and system administrators on Workday Compensation and Performance functionality.
• Support governance, process documentation, testing standards, release management, and continuous improvement initiatives.

EDUCATION/CERTIFICATIONS

• Bachelor’s degree or equivalent experience

TECHNICAL SKILLS

• Advanced working knowledge of Workday HCM, Compensation, Performance Management, Talent Management, or other HRIS platforms required.
• Experience supporting Workday Compensation Review, Merit Planning, Bonus Planning, Goal Management, and Performance Review processes preferred.
• Ability to establish, document, and improve business processes required.
• Ability to stay calm under pressure required.
• Strong analytical and problem-solving skills required.
• Ability to gather, document, and translate business requirements into scalable system solutions required.
• One-on-one and small group training skills required.
• Experience with Workday reporting, dashboards, calculated fields, business process configuration, and security concepts preferred.
• Development tools/languages including Microsoft Excel, SQL, Python, PowerShell, JavaScript, HTML, or related technologies preferred.

EXPERIENCE

• 4+ years of relevant experience required.
• Experience supporting Workday Compensation, Performance Management, Talent, or Core HCM solutions preferred.
• Experience supporting annual compensation and performance cycles, testing, configuration, and stakeholder management preferred.

LEADERSHIP SKILLS

• Ability to lead, supervise, direct, and review the results of projects or assignments required.
• Ability to influence cross-functional stakeholders and provide oversight for Compensation and Performance technology initiatives required.

Team Aligned Flexiblity - The baseline expectation that employees and owners may perform work from home, an office, a client site, or other relevant business locations, within‑person attendance required when business needs, collaboration, client service, development, or travel warrant it. Working from home frequently or primarily does not change this expectation.  For this position, the location is open to any of our US based markets.

At RSM, we offer a competitive benefits and compensation package for all our people. We offer flexibility in your schedule, empowering you to balance life’s demands, while also maintaining your ability to serve clients. Learn more about our total rewards at .

At RSM, an employee’s pay at any point in their career is intended to reflect their experiences, performance, and skills for their current role. The salary range (or starting rate for interns and associates) for this role represents numerous factors considered in the hiring decisions including, but not limited to, education, skills, work experience, certifications, location, etc. As such, pay for the successful candidate(s) could fall anywhere within the stated range.