Manager, Workday Compensation & Talent

Role Overview

The Manager, Workday Compensation & Talent is the functional owner and subject matter expert for Workday Core Compensation, Advanced Compensation, and Talent. This role ensures Workday effectively supports compensation programs, talent processes, and the employee and manager experience. The role leads configuration, system enhancements, testing, releases, and continuous improvement while partnering closely with Compensation, Talent, HR, and HRIS to deliver scalable and sustainable Workday solutions.

Key Responsibilities

• Own and optimize Workday Core Compensation, Advanced Compensation, Performance Management, and Talent modules and related business processes.
• Partner with Compensation, Talent, HR, and HRIS leaders to translate business requirements and program strategy into scalable Workday solutions.
• Lead configuration and support for compensation plans, programs and cycles, including merit, bonus, promotions, adjustments, incentives, eligibility, guidelines, and other compensation processes.
• Lead configuration and support for Performance Management and Talent processes, including goal setting, performance reviews, calibration, talent reviews, succession, and development.
• Provide functional expertise on Workday business processes, configuration, security, and system design, ensuring solutions are scalable, sustainable, and aligned with business needs.
• Manage Workday biannual releases, including impact assessment, regression testing, stakeholder coordination, and adoption of relevant functionality.
• Establish strong configuration, testing, documentation, deployment, and control standards to ensure system integrity and audit readiness.
• Troubleshoot complex system and process issues and partner with stakeholders to drive timely resolution.
• Identify opportunities to standardize, simplify, automate, and optimize Workday processes and enhance the employee and manager experience.
• Act as the functional decision-maker for configuration and design choices across Workday Core Compensation, Advanced Compensation, Performance Management, and Talent, balancing business needs, system scalability, controls, and employee experience.
• Evaluate new Workday functionality across Compensation and Talent, recommending adoption based on business value, operational impact, readiness, and downstream dependencies.
• Prioritize system enhancements and production changes in alignment with compensation cycles, talent processes, business priorities, and HRIS governance.

Requirements

• Bachelor’s degree in HR, Business, Information Systems, or related field required.
• Minimum of 5 years of experience in HRIS or HR technology, with at least 3+ years of hands-on Workday Compensation and Talent configuration experience.
• Strong functional knowledge of Workday Core Compensation, Advanced Compensation, Performance Management, and Talent, including related business processes and upstream/downstream dependencies.
• Proven experience managing Workday release cycles, including impact assessment, testing, and adoption of new functionality.
• Demonstrated ability to partner with Compensation, Talent, HR, and HRIS teams, prioritize competing demands, and deliver scalable solutions while maintaining system stability.
• Advanced experience configuring Workday Core Compensation, Advanced Compensation, Performance Management, and Talent modules.
• Strong expertise in Workday Business Processes, condition rules, calculated fields, and configuration.
• Solid understanding of Workday security and domain access across Compensation and Talent.
• Strong Excel and analytical skills for reporting, analysis, and troubleshooting.
• Language(s): English