Senior HR Ops & Workday Tech Analyst

Socket.dev; Reno (NV); On-site; USD 136,000 - 170,000; Full time

Benefits offered by this job

Unlimited vacation

Education reimbursement

Wellness reimbursements

Zero-cost employee insurance

Job summary

Ridgeline is seeking a Staff HR Operations & Technology Analyst to own and evolve critical parts of the HR systems and service-delivery foundation. You’ll stay hands-on in Workday and HR Operations while shaping how the systems and processes should evolve as Ridgeline grows, collaborating with HR, Payroll, IT, Finance and Legal to drive scalable improvements.

The role emphasizes building durable configurations, dashboards, and knowledge bases, with a focus on reducing repetitive work,

Qualifications

• 7–10+ years of experience in HR operations, HR technology, HRIS, or closely related People Operations roles
• Hands-on Workday experience with configuration, testing, issue resolution, reporting, security, and ongoing optimization
• Strong knowledge of core HR operations across the employee lifecycle, including benefits, payroll touchpoints, compensation, job architecture, compliance, and data governance
• A builder track record redesigning systems, workflows, service-delivery practices, or operating models in a scaling environment
• Demonstrated Staff-level scope as an individual contributor, owning broad problems end to end, navigating ambiguity, shaping cross-functional decisions, and creating leverage beyond your own output
• Ability to move from strategy through execution by defining an approach, making recommendations, establishing governance, working through implementation details, and driving work to completion
• Strong service orientation and willingness to engage directly in operational work while using demand patterns to reduce repeat work over time
• Strong systems thinking, process-design, and problem-solving skills with the ability to connect day-to-day issues to upstream design flaws, unclear ownership, or control gaps
• Demonstrated judgment in prioritizing work, making sound tradeoffs, and moving quickly without creating downstream cleanup
• Ability to create and manage clear implementation plans across initiatives, including requirements, owners, dependencies, risks, testing, decisions, and launch readiness
• Experience influencing peers across HR, Finance, IT, Recruiting, Payroll, Legal, and other functions through collaboration and clear communication
• Strong analytical skills and comfort using data to prioritize work, measure impact, evaluate risk, and recommend improvements
• Clear written and verbal communication skills with the ability to explain technical, operational, and compliance concepts simply and practically
• Experience implementing workflows, automations, integrations, or AI-enabled tools in an HR or business operations environment with thoughtful judgment around privacy and human oversight
• Curiosity, humility, good humor, and a learning mindset with a genuine interest in teaching others and continuously improving how work gets done

Responsibilities

• Own roadmap and operating model for assigned Workday and HR Operations domains
• Serve as a senior escalation point for high-impact HR Operations and Workday issues while identifying patterns, root causes, and permanent solutions
• Lead complex Workday configuration and optimization across business processes, calculated fields, condition rules, security roles, reporting, integrations, and workflow design
• Partner with HR, Recruiting, Payroll, Finance, IT, Legal, and business leaders to translate ambiguous needs into clear recommendations, align decision owners, and drive work through implementation
• Run HR service delivery with clear intake, thoughtful triage, prioritization standards, escalation paths, knowledge management, measurable service expectations, and a strong employee experience
• Translate recurring service demand into better workflows, clearer ownership, stronger standard operating procedures, improved self-service, automation, or work that can be eliminated
• Analyze and redesign end-to-end employee lifecycle processes including onboarding, job and compensation changes, leaves, offboarding, benefits administration, payroll touchpoints, and time-related workflows
• Build reporting, dashboards, and operational metrics that surface service demand, cycle time, data quality, process health, capacity, and material risk
• Lead Workday release readiness, testing, change management, and post-launch stabilization for new functionality and process changes
• Create durable configuration records, decision logs, standard operating procedures, knowledge-base content, and cross-functional handoffs
• Implement responsible AI-enabled and automated solutions that reduce repetitive work, improve accuracy, strengthen service delivery, and surface useful operational insights with appropriate privacy, compliance, and human-review controls
• Make principled tradeoffs at Ridgeline speed by determining what requires rigor, what can be iterative, what must be escalated, and what should not be done
• Raise the quality and maturity of the broader function by teaching others, sharing context, and creating scalable ways of working

Skills

Workday configuration

HR Operations

Data analysis

Process design

Automation

Cross-functional collaboration

Change management

Governance

Privacy & compliance

AI-enabled tools

Tools

Jira

ServiceNow

Workato

Prism Analytics

Workday

Job description

Ridgeline is seeking a Staff HR Operations & Technology Analyst to own and evolve critical parts of the HR systems and service-delivery foundation. You’ll stay hands-on in Workday and HR Operations while shaping how the systems and processes should evolve as Ridgeline grows, collaborating with HR, Payroll, IT, Finance and Legal to drive scalable improvements.

The role emphasizes building durable configurations, dashboards, and knowledge bases, with a focus on reducing repetitive work,