Lead Workday HR Process & Systems Manager

Cracker Barrel

Lebanon (TN)

Vor Ort

USD 80.000 - 110.000

Vollzeit

14 Tage+

Eine vollständige Bewerbung in einer Minute

Maßgeschneiderter Lebenslauf und Anschreiben – versandbereit.

Schaffe es an den ATS-Filtern vorbei

Benefits dieser Stelle

Medical Benefits
Dental Benefits
Vision Benefits
Life Insurance
Disability Coverage
Paid Vacation
Employee Assistance Program
Tuition Reimbursement
Professional Development
401k with Company Match
Employee Stock Purchase Plan
Cracker Barrel Discount

Zusammenfassung

Cracker Barrel Store Support Center is seeking a skilled HRIS professional to serve as the Workday partner for HCM, Payroll, and Compensation. You will design and maintain Workday configurations, oversee initiatives, and collaborate with HR Business Partners and COEs to deliver effective solutions.

Qualifications include a Bachelor's degree or equivalent, 3+ years in HRIS/Workday, and a plus for Workday Certifications.

Qualifikationen

  • Bachelor's degree preferred in Technology or Human Resources; equivalent experience considered.
  • Minimum of 3 years in HRIS/Workday roles.
  • Workday Certifications in HCM, Payroll, and/or Compensation is a plus.

Aufgaben

  • Identify opportunities to improve business processes using Workday and HRIS knowledge.
  • Serve as the Workday HRIS partner for HCM areas including Performance Management and Benefits.

Kenntnisse

Workday
HRIS
HR analytics
Project management
Vendor management
Business process analysis

Ausbildung

Bachelor's degree in Technology or Human Resources

Tools

Workday

Jobbeschreibung

Cracker Barrel Store Support Center is seeking a skilled HRIS professional to serve as the Workday partner for HCM, Payroll, and Compensation. You will design and maintain Workday configurations, oversee initiatives, and collaborate with HR Business Partners and COEs to deliver effective solutions.

Qualifications include a Bachelor's degree or equivalent, 3+ years in HRIS/Workday, and a plus for Workday Certifications.

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