HR Technology & Analytics Specialist

Accountabilities: Provide day-to-day functional support for Workday and other HR technology platforms, troubleshooting issues, identifying root causes, and coordinating resolutions with HR, IT, vendors, and relevant stakeholders. Gather and document business requirements, collaborating with HR technology teams to design, test, and implement Workday configuration changes. Evaluate system releases, identify opportunities for quick improvements, and contribute to longer-term HR technology roadmaps and process optimization initiatives. Promote employee and manager self-service through system enhancements, user guidance, training materials, and streamlined HR processes. Support HR technology projects, implementations, integrations, and continuous improvement initiatives. Create and maintain system configuration documentation, process guides, and end-user support materials. Design, develop, maintain, and optimize Workday reports, dashboards, and analytics to address HR and business reporting needs. Build and maintain Workday Advanced and Matrix reports, calculated fields, and reporting logic to support complex workforce data requirements. Analyze workforce trends and develop standardized HR metrics, KPIs, dashboards, and scorecards to support leadership and business decision-making. Prepare recurring and ad hoc HR compliance reports, performing data validation and reconciliation to ensure accuracy and timely delivery. Translate analytical findings into clear insights and actionable recommendations for technical and non-technical audiences. Partner with HR leadership to identify opportunities for analytics to improve workforce outcomes and HR effectiveness. Collaborate with IT to define HR data requirements and support the integration of workforce data into the corporate data lake and cross-functional dashboards. Maintain an inventory of HR reports and documented definitions for workforce metrics, reporting dimensions, and data elements. Monitor HR data quality, identify inconsistencies, conduct audits and reconciliations, and support the implementation of consistent data standards and governance practices. Safeguard sensitive employee information by following appropriate confidentiality, access, and reporting security practices. Requirements: Bachelor’s degree in Human Resources, Information Systems, Business, Analytics, or a related field. At least six years of experience in HRIS, HR analytics, HR reporting, or a related discipline. Hands-on experience with Workday HCM and its reporting capabilities. Demonstrated experience developing Workday Advanced and Matrix reports, dashboards, and calculated fields. Strong understanding of HR data structures, workforce metrics, and core HR business processes. Advanced Microsoft Excel skills and the ability to work with complex data sets. Strong analytical and problem-solving skills, with the ability to translate data into meaningful business insights. Excellent written and verbal communication skills, including the ability to explain technical findings to diverse audiences. Experience handling confidential and sensitive employee information with discretion. Strong organizational skills and attention to detail, with the ability to manage multiple priorities and deliver accurate reporting. Preferred: Experience with business intelligence and data visualization platforms, particularly Power BI, for dashboard development and communicating workforce insights. Preferred: Knowledge of HR data governance, reporting security, and data quality practices. Preferred: Experience supporting workforce planning, organizational analytics, or executive-level HR dashboards. Willingness to travel occasionally for team and company meetings, approximately 10%. Benefits: Annual salary range of $125,000–$140,000 , with actual compensation dependent on geographic location, experience, education, and skill level. Fully remote work environment. Medical, dental, and vision insurance. Paid time off. 401(k) retirement plan. Eligibility to participate in company incentive plans, with incentives contingent on individual and company performance. Opportunities to contribute to HR technology improvements, workforce analytics, and cross-functional business initiatives.