Project Summary
Healthcare is implementing the Advanced Compensation Module of Workday. The Global Compensation Operations team is heavily involved in the work in conjunction with Healthcare's Workday team and an implementation partner.
Team Structure
Global Compensation Operations Team:
Responsible for administering and executing global compensation processes including Annual Rewards Planning, Base Pay, STI, and LTI.
Team consists of a leader and ~12 analysts.
Workday Advanced Compensation Project Team:
Includes a PM, COE and Operations co leads, and dozens of contributors across Healthcare functions and the implementation partner.
Responsibilities
Responsibilities may include the following and other duties may be assigned.
Core HR Technology Responsibilities
Works with HR Centers of Expertise, vendors and/or IT to design, implement and maintain core human resource technologies.
Combines Human Resource and specialized system knowledge to recommend, implement, and plan for improvements, enhancements, and new features for systems.
Provides analysis and consultation related to programs, policies and practices that obtain, record, and process worker information or HR support related data.
Analyzes technology capabilities to produce information used to maximize and sustain workforce productivity and effectively deliver HR support to the global organization.
Project Specific Responsibilities (Hiring Manager's Top 5)
Support and advise Compensation Operations team project co lead on best practices, support day to day implementation work and ensure project requirements are executed.
Work with program managers to prepare end to end process maps, documentation, work instructions, and risk assessment.
Review existing Annual Rewards Planning project plans and help team make necessary changes given Workday Advanced Compensation will be used instead of PeopleFluent.
Support team in preparing for upcoming cycles in Workday Advanced Comp including Technical Excellence, Annual Rewards Planning, STI, and LTI — including project management and supporting Healthcare process managers in Compensation Operations to develop processes and identify gaps.
Participate in testing cycles and help create transfer roadmap from PeopleFluent to Workday Advanced Comp.
Note: This is not a Workday configuration role — it is a business analyst role supporting Compensation Operations through the implementation.
Specialist Career Stream
Typically an individual contributor with responsibility in a professional discipline or specialty. Delivers and/or manages projects assigned and works with other stakeholders to achieve desired results. May act as a mentor to colleagues or may direct the work of other lower level professionals. The majority of time is spent delivering and overseeing the projects – from design to implementation – while adhering to policies, using specialized knowledge and skills normally acquired through advanced education.
Differentiating Factors
Autonomy
Seasoned individual contributor.
Works independently under limited supervision to determine and develop approach to solutions.
Coaches and reviews the work of lower level specialists; may manage projects/processes.
Organizational Impact
May be responsible for entire projects or processes within job area.
Contributes to work group objectives through relationship building and consensus.
Innovation and Complexity
Problems and issues faced are difficult and may require understanding of multiple issues, job areas, or specialties.
Makes improvements to processes, systems, or products to enhance performance.
Provides in depth analysis and recommendations on process improvements.
Communication and Influence
Communicates with senior internal and external customers and vendors.
Exchanges information (facts, statuses, ideas, issues) to achieve objectives and influence decisions.
Leadership and Talent Management
May provide guidance, coaching, and training to other employees.
May manage projects requiring delegation and review of others' work.
Required Knowledge and Experience:
Must Have Skills (Hiring Manager)
Deep expertise in Workday Advanced Compensation in large global companies.
Deep understanding of Merit, Bonus, Promotion, LTI capabilities in Workday Advanced Compensation.
Ability to understand complex compensation processes at large global organizations.
Experience supporting Workday implementation or enhancements.
Prior experience supporting compensation cycles in a large global organization.
Workday Advanced Compensation certification preferred.
Nice to Have Skills:
PeopleFluent Compensation module knowledge (helpful but not required).
Education & Experience Requirements:
Requires advanced knowledge of job area combining breadth and depth, typically obtained through advanced education combined with experience.
May have practical knowledge of project management.
Requires a Baccalaureate degree (or foreign equivalent meeting 8 C.F.R. § 214.2(h)(4)(iii)(A)) and minimum of 4 years of relevant experience, or an advanced degree with a minimum of 2 years relevant experience.