Associate Workday HRIS – Workday Compensation, Advanced Compensation & Benefits Configurations

Oaktree Capital Management, L.P.; Hyderabad; On-site; INR 1,200,000 - 2,000,000; Full time

Job summary

Oaktree Capital Management, L.P. is seeking an Associate, HRIS to optimize Workday Compensation, Advanced Compensation, and Benefits. You will partner with HR and stakeholders to translate requirements into scalable Workday configurations and provide guidance on data, reporting, and process improvements.

The role requires onsite work and collaboration with global HR teams to support compensation cycles, benefit enrollment, and system enhancements across the Brookfield footprint.

Qualifications

• Bachelor's degree or 5+ years of relevant experience.
• 5+ years of hands-on Workday experience, with Compensation/Benefits focus.
• Strong knowledge of Workday Compensation, Advanced Compensation, and Benefits configurations.
• Experience with Business Process Framework, rule language, and validations.

Responsibilities

• Provide functional and technical expertise across Workday Compensation, Advanced Compensation, Benefits, and HCM Core.
• Configure and maintain Workday Compensation and Advanced Compensation functionality, including plans, grades, budgets, and merit processes.
• Support Advanced Compensation review cycles, including merit, bonus, and promotions.
• Configure compensation eligibility rules, matrices, budgets, and award calculations per business requirements.
• Lead testing, data validation, and UAT for Workday updates and enhancements.
• Collaborate with integration and reporting teams to troubleshoot Workday-related issues.

Skills

Workday expertise

HCM core knowledge

Advanced compensation

Analytical skills

Excel proficiency

Education

Bachelor's degree in HR/IS/Business

Tools

EIB

Workday integrations

Workday reports

Job description

Position Summary

The Associate, HRIS - Workday Compensation, Advanced Compensation & Benefits is responsible for supporting, enhancing, and continuously improving HR systems and operational processes across the organization. This role will serve as a functional and technical subject matter expert for Workday Compensation, Advanced Compensation, and Benefits, partnering with HR and business stakeholders to translate requirements into scalable and effective Workday solutions. The position will act as a thought partner to HR customer groups, advising on business requirements, system configuration, process improvements, data presentation, and decision-making. The individual will collaborate closely with the Human Resources Systems (HRS) team, Compensation and Benefits teams, HR Service Operations, senior global HR leadership, and other business stakeholders across the Brookfield-supported footprint. This position requires the employee to work onsite.

Key Responsibilities

• Provide functional and technical expertise across Workday Compensation, Advanced Compensation, Benefits, and HCM Core.


• Configure, maintain, and enhance Workday Compensation and Advanced Compensation functionality, including compensation plans, compensation packages, eligibility rules, compensation grades, grade profiles, salary plans, allowance plans, bonus plans, and merit processes.


• Support the configuration and administration of Advanced Compensation review cycles, including merit, bonus, promotion, lump-sum, and other compensation review processes.


• Configure and maintain compensation eligibility rules, guidelines, compensation matrices, pools, budgets, and award calculations based on business requirements.


• Partner with Compensation teams to support annual and off-cycle compensation processes, ensuring configurations align with compensation policies and business requirements.


• Provide functional and technical support for Workday Benefits, including benefit plans, benefit programs, eligibility rules, enrollment events, benefit groups, coverage levels, and related business processes.


• Support Open Enrollment, new-hire enrollment, life-event processing, and other benefits administration activities within Workday.


• Translate complex Compensation and Benefits business requirements into effective Workday system configurations and solutions.


• Develop and maintain calculated fields, condition rules, eligibility rules, validation rules, custom notifications, alerts, and Business Process Definitions.


• Configure and maintain Compensation and Benefits-related business processes, approvals, routing, security considerations, and notifications.


• Partner with business stakeholders to identify opportunities for process improvements, automation, system enhancements, and operational efficiencies.


• Prepare comprehensive test plans and test cases and conduct functional, regression, integration, and release testing for Workday updates and enhancements.


• Lead testing and data validation activities for annual compensation cycles, benefits enrollment processes, Workday releases, and system enhancements.


• Analyze large HR, Compensation, and Benefits data loads to ensure accuracy, completeness, and data integrity.


• Support data uploads and mass transactions using Enterprise Interface Builder (EIB) and other Workday tools.


• Work closely with integration and reporting teams to troubleshoot Compensation and Benefits-related integrations, reports, calculated fields, and downstream dependencies.


• Support issue resolution and root-cause analysis for complex production issues involving Compensation, Advanced Compensation, and Benefits.


• Maintain system and data integrity and ensure Workday configurations remain aligned with business policies, governance standards, and organizational objectives.


• Provide guidance and training to the HR Service Operations, Compensation, Benefits, and HR teams on Workday functionality, processes, and best practices.


• Utilize Workday Community and other supported resources to research issues, identify best practices, and recommend solutions.


• Serve as a subject matter expert and trusted advisor for Workday Compensation, Advanced Compensation, and Benefits.


• Train, mentor, and coach team members to strengthen overall Workday functional and technical capabilities.


• Collaborate effectively with global stakeholders across multiple geographies, teams, and time zones.

Required Qualifications

• Bachelor's degree in Human Resources, Information Systems, Business, or a related discipline, or a minimum of 5 years of relevant professional experience.


• 5+ years of hands-on Workday experience, with strong experience in Compensation, Advanced Compensation, and/or Benefits, along with a good understanding of Workday HCM Core.


• Strong functional and technical knowledge of Workday Compensation and Advanced Compensation configuration.


• Hands-on experience with key compensation configuration areas, including: Compensation plans and packages Salary and allowance plans Bonus and merit plans Compensation grades and grade profiles Compensation eligibility rules Compensation guidelines and matrices Compensation review processes Merit and bonus cycles Compensation budgets and pools Award calculations


• Hands-on knowledge of Workday Benefits, including benefit plans, programs, eligibility rules, enrollment events, coverage levels, and benefit-related business processes.


• Experience supporting annual compensation review cycles and/or Benefits Open Enrollment.


• Strong understanding of Business Process Framework, condition rules, eligibility rules, calculated fields, notifications, and validations.


• Demonstrated ability to translate complex HR, Compensation, and Benefits requirements into scalable Workday configurations.


• Experience preparing test plans and test cases and conducting functional, regression, and release testing.


• Experience analyzing and validating large HR data sets and data loads.


• Working knowledge of EIBs, Workday integrations, reports, and calculated fields.


• Strong proficiency in Microsoft Excel and other Microsoft Office applications.


• Strong analytical, troubleshooting, and problem-solving skills.


• Demonstrated ability to train, mentor, and Equal Opportunity Employment Policy Oaktree is committed to diversity and to equal opportunity employment.

Our Company As a part of Brookfield's $416B credit platform, Oaktree is a premier credit manager emphasizing an opportunistic, value-oriented, and risk-controlled approach to investing across credit, equity, and real estate. Oaktree is committed to cultivating an environment that is collaborative, curious, inclusive and honors diversity of thought. Providing training and career development opportunities and emphasizing strong support for our local communities through philanthropic initiatives are essential to our culture. Oaktree is wholly owned by Brookfield, a leading global investment firm with more than $1 trillion in assets under management. Brookfield owns and operates high-quality businesses and real assets that provide essential services and form the backbone of the global economy. It invests on behalf of institutions and individuals around the world across infrastructure, renewable power and transition, private equity, real estate, and credit. For additional information, please visit Oaktree’s website at http://www.oaktreecapital.com/.

Equal Opportunity Employment Policy Oaktree is committed to diversity and to equal opportunity employment. Oaktree does not make employment decisions on the basis of race, creed, color, ethnicity, national origin, citizenship, religion, sex, sexual orientation, gender identity, gender expression, age, past or present physical or mental disability, HIV status, medical condition as defined by state law (genetic characteristics or cancer), pregnancy, childbirth and related medical conditions, veteran status, military service, marital status, familial status, genetic information, domestic violence victim status or any other classification protected by applicable federal, state and local laws and ordinances. This policy applies to hiring, placement, internal promotions, training, opportunities for advancement, recruitment advertising, transfers, demotions, layoffs, terminations, recruitment advertising, rates of pay and other forms of compensation and all other terms, conditions and privileges of employment. This policy applies to all Oaktree applicants, employees, clients, and contractors. Staff members wishing to report violations or suspected violations of this policy should contact the head of their department or Human Resources.

Equal Opportunity Employment Policy Oaktree is committed to diversity and to equal opportunity employment. Oaktree does not make employment decisions on the basis of race, creed, color, ethnicity, national origin, citizenship, religion, sex, sexual orientation, gender identity, gender expression, age, past or present physical or mental disability, HIV status, medical condition as defined by state law (genetic characteristics or cancer), pregnancy, childbirth and related medical conditions, veteran status, military service, marital status, familial status, genetic information, domestic violence victim status or any other classification protected by applicable federal, state and local laws and ordinances. This policy applies to hiring, placement, internal promotions, training, opportunities for advancement, recruitment advertising, transfers, demotions, layoffs, terminations, recruitment advertising, rates of pay and other forms of compensation and all other terms, conditions and privileges of employment. This policy applies to all Oaktree applicants, employees, clients, and contractors. Staff members wishing to report violations or suspected violations of this policy should contact the head of their department or Human Resources.

Equal Opportunity Employment Policy Oaktree is committed to diversity and to equal opportunity employment. Oaktree does not make employment decisions on the basis of race, creed, color, ethnicity, national origin, citizenship, religion, sex, sexual orientation, gender identity, gender expression, age, past or present physical or mental disability, HIV status, medical condition as defined by state law (genetic characteristics or cancer), pregnancy, childbirth and related medical conditions, veteran status, military service, marital status, familial status, genetic information, domestic violence victim status or any other classification protected by applicable federal, state and local laws and ordinances. This policy applies to hiring, placement, internal promotions, training, opportunities for advancement, recruitment advertising, transfers, demotions, layoffs, terminations, recruitment advertising, rates of pay and other forms of compensation and all other terms, conditions and privileges of employment. This policy applies to all Oaktree applicants, employees, clients, and contractors. Staff members wishing to report violations or suspected violations of this policy should contact the head of their department or Human Resources.

For positions based in Los Angeles

For those applying for a position in the city of Los Angeles, the firm will consider for employment qualified applicants with a criminal history in a manner consistent with applicable federal, state and local law.

For positions based in Los Angeles

For those applying for a position in the city of Los Angeles, the firm will consider for employment qualified applicants with a criminal history in a manner consistent with applicable federal, state and local law.