Senior HR Technology Analyst - Hourly Compensation

Job Description

The Role

The HR Solutions Enablement team builds effective, scalable, and cohesive HR solutions that minimize redundancy and deliver seamless data and insights for a better end-user experience.

You'll join a team that implements Workday and integrated third-party HR technology solutions to streamline operations and reduce friction. The team also provides Tier 2 support to business users. As the Sr. HR Technology Analyst for Hourly Compensation, you'll design, configure, and maintain complex compensation processes across multiple countries and facilities, each with distinct requirements. This role combines consultative problem-solving, end-to-end execution, and the ability to influence without formal authority to deliver high-impact HR solutions.

Success in this role requires strong collaboration, consultation, and influence skills. You'll partner with teams across the business to understand their challenges and implement optimal technology solutions-for example, translating hourly wage structures, step-progression rules, premiums, and allowances into robust, scalable Workday solutions that are accurate, compliant, and auditable.

The ideal candidate brings extensive hands-on experience with Workday Compensation configuration, working knowledge of adjacent Workday modules, and a passion for continuous improvement and solution design. You'll serve as a Workday subject-matter expert and solution designer who improves system effectiveness, user experience, and operational scalability. Familiarity with emerging AI-powered tools and agents is valued, particularly where they can improve the end-user experience, Workday configurations and business processes.

Flexibility is important, as this role may occasionally require work outside standard hours to support global stakeholders and critical projects.

Key Responsibilities

• Design and configure end-to-end Workday solutions for global hourly compensation, including compensation packages, grades, grade profiles, steps, eligibility rules, and plan assignments.

• Configure and maintain complex hourly compensation components, including:

• Base wage structures and wage scales

• Premium pay structures and differential rules

• Automatic step-progression schedules based on anniversaries, hours worked, or other business rules

• Local allowances such as COLA, hazard, seniority, tool, transportation, and housing allowances

• 13th- and 14th-month pay or similar country-specific components, where applicable

• Translate requirements from local collective bargaining agreements (CBAs), country legislation, and compensation policies into clear, sustainable, and testable Workday solutions.

• Design and maintain compensation eligibility rules using job profile, location, union or collective agreement, employee type, and other relevant attributes.

• Lead or support projects to standardize and expand hourly compensation configuration, including discovery, design workshops, configuration, testing, deployment, and hypercare.

• Partner with Payroll and Integration teams to ensure Workday compensation configurations support accurate downstream pay calculations and payroll processing.

• Collaborate with Reporting and Analytics teams to ensure hourly compensation data supports downstream reporting, compliance, benchmarking, and decision-making.

• Troubleshoot and resolve production issues related to hourly compensation, including eligibility errors, incorrect rates, step-progression defects, and missing allowances.

• Execute and coordinate unit, integration, regression, and end-user testing; develop thorough test scenarios and maintain documentation describing solution configuration and expected outcomes.

• Evaluate Workday releases and assess impacts to Compensation configuration, integrations, reporting, security, and business processes.

• Apply Workday security and access controls, support data audits and control activities, and ensure configuration changes are documented, traceable and approved through established governance processes.

• Validate, reconcile, and execute EIBs and other mass data updates in accordance with established data-quality and change-control standards.

Core Capabilities

• Configuration and solution design: Independently turns complex hourly compensation problems into scalable Workday designs that balance standardization, usability, compliance and maintainability.
• Stakeholder and consulting skills: Builds trust with HR, Compensation, Payroll, Labor Relations, and Technology stakeholders; clarifies requirements; and influences decisions with clear options and recommendations.
• Execution discipline: Plans and delivers configuration work from design through testing, deployment, and hypercare with strong ownership and follow-through.
• Continuous improvement and analysis: Uses data and root-cause analysis to diagnose issues and identify opportunities for process improvement, automation and better user experience.
• Quality, governance, and controls: Maintains high standards for documentation, testing, change control, auditability, security and sustainable solution design.

Required Qualifications

• You have 7+ years of progressive experience in HR technology, HRIS, compensation, or a related field, including at least 4 years of hands-on Workday configuration experience with a focus on Compensation.
• You have advanced knowledge of hourly compensation practices, including wage scales, step progression, premiums, allowances, and related eligibility rules, and can model them cleanly in Workday.
• You are fluent in Workday Compensation building blocks, including compensation packages, grades, grade profiles, steps, eligibility rules, and plan assignments, and understand how they work together.
• You have built or supported Workday custom reports and calculated fields tied to compensation.
• You are comfortable using Workday EIBs and mass-update patterns to safely move data at scale, including validation, reconciliation, and post-load review.
• You can translate dense policy, legislation, and CBA language into clear, testable configurations and explain the logic to technical and non-technical stakeholders.
• You have experience working across multiple countries or regions and navigating different regulatory and contractual environments to implement complex hourly compensation solutions.
• You demonstrate professionalism, discretion and sound judgment when accessing sensitive employee information, using it only for legitimate business purposes and authorized work activities.
• You bring strong analytical and problem-solving skills, with high attention to detail, data quality, and root-cause analysis.
• You manage your work independently in a structured, change-managed environment and consistently deliver on your commitments.
• You communicate clearly, in writing and in meetings, with technical and non-technical stakeholders.

What Will Give You An Edge

• You hold a Workday Pro certification in Compensation or comparable advanced Workday training.
• You have supported large hourly or manufacturing populations and understand the realities of plant and operations environments.
• You have translated union or collective bargaining agreements into Workday designs for pay, step progression, premiums and allowances.
• You have worked across additional Workday domains, such as Core HCM, Absence, Benefits, Recruiting, Talent, or Advanced Compensation, to design end-to-end HR solutions.
• You understand Workday security fundamentals, including domain and business process security, role-based access, audit requirements, and internal controls.
• You have led or co-led multi-country Workday initiatives or compensation optimizations and are comfortable owning portions of a global roadmap.
• You have demonstrated the ability to identify and responsibly apply AI-powered tools or agents, such as copilots, chatbots, or automation frameworks, to improve the end-user experience, Workday configurations and business processes.

Compensation: The compensation information is a good faith estimate only. It is based on what a successful applicant might be paid in accordance with applicable state laws. The actual base salary a successful candidate will be offered within this range will vary based on factors relevant to the position, as well as geography of the selected candidate.

• The salary range for this role is $105,600 to $140,700. The actual base salary a successful candidate will be offered within this range will vary based on factors relevant to the position.
• Bonus Potential: An incentive pay program offers payouts based on company performance, job level, and individual performance.

Benefits:

• Benefits: GM offers a variety of health and wellbeing benefit programs. Benefit options include medical, dental, vision, Health Savings Account, Flexible Spending Accounts, retirement savings plan, sickness and accident benefits, life insurance, paid vacation & holidays, tuition assistance programs, employee assistance program, GM vehicle discounts and more.

GM does not provide immigration-related sponsorship for this role. Do not apply for this role if you will need GM immigration sponsorship now or in the future. This includes direct company sponsorship, entry of GM as the immigration employer of record on a government form, and any work authorization requiring a written submission or other immigration support from the company (e.g., H1-B, OPT, STEM OPT, CPT, TN, J-1, etc).

This role is based remotely, but if the selected candidate lives within a specific mile radius of a GM hub, they will be expected to report to the location three times a week {or other frequency dictated by your manager}.

This job is not eligible for relocation benefits. Any relocation costs would be the responsibility of the selected candidate.

About GM

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Benefits Overview

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We encourage interested candidates to review the key responsibilities and qualifications for each role and apply for any positions that match their skills and capabilities. Applicants in the recruitment process may be required, where applicable, to successfully complete a role-related assessment(s) and/or a pre-employment screening prior to beginning employment. To learn more, visit How we Hire.

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