- Analytical problem solvers. People who go beyond just fixing to identify root causes, evaluate optimal solutions, and recommend comprehensive upgrades to prevent future issues.
- Detail-oriented process improvers. Critical thinkers who naturally see opportunities to develop and optimize work processes - finding ways to simplify, standardize and automate.
- Collaborative partners. People who build and leverage cross-functional relationships to bring together ideas, data, and insights to drive continuous improvement in functions.
- Recommend business process and system changes to improve efficiency and business outcomes for Workday applications in Advanced Compensation
- Strong Knowledge of Compensation and the ability to perform complex calculations
- Serve as a strong consultative partner to business and functional leaders to continuously improve service delivery
- Drive consensus with business and technical teams to determine the best solution to business problems, output needs and the deliver of new technology solutions and enhancements.
- Independently manage projects and coordinate with HR functional teams for process, system, and system support initiatives.
- Lead system implementation or release activities; Configure, test and document system changes
- Manage plans for and execute regression and release testing on Workday applications in Advanced Compensation
- Strong ability to present configuration design options and capabilities per functional and industry knowledge
- Bachelor's degree preferred; will consider an additional 6 years of relevant work experience in lieu of a degree - Bachelor's degree in Business Administration, Computer Information Systems, Computer Science, Computer Engineering or related field preferred.
- 6+ years' experience in an HRIS, functional systems or professional business function role required
- Experience with Workday applications including Advanced Compensation required
- Workday Pro certifications preferred
- Prior global compensation experience strongly preferred.
- Prior experience creating Workday docs for compensation statement preferred.
- Prior experience providing Pay Transparency/Equity Analysis preferred
- Ability using Advanced Compensation in Workday to run the Annual Merit, Bonus, Stocking Planning processes strongly preferred
- Prior system implementation or post implementation project experience required
- $112,800- $239,900 salary plus bonus eligible + benefits. Actual minimum and maximum may vary based on location. Individual pay is based on skills, experience, and other relevant factors.
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Senior Workday Lead Analyst Compensation - Portage, United States - Stryker
Description
Work Flexibility: Remote
Who we want:
As our Senior Workday Lead Analyst, Compensation you will work to understand business needs including the processes for end-to-end business solutions for HR functions with heavy focus in advanced compensation and supporting the Total Rewards function. You are responsible for building strong collaborative relationships across the organization in areas that include HR COEs, business facing HR, Finance, Compliance, Audit, and internal/external Communications with a specific focus on the Advanced Compensation Workday functionality. You will consult and provide guidance on system design activities on HR projects, providing HR system expertise and guidance on the benefits of automating and standardizing HR functionality.
Stryker Corporation is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, ethnicity, color, religion, sex, gender identity, sexual orientation, national origin, disability, or protected veteran status. Stryker is an EO employer - M/F/Veteran/Disability.
Stryker Corporation will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information.
