Workday HRIS Analyst – HCM & Recruiting

Segrera Associates; Florida; On-site; USD 55,000 - 83,000; Part time

Job summary

Segrera Associates seeks an experienced Workday HRIS Analyst for a 3-4 month engagement to stabilize, optimize, and continuously improve our Workday system.

The ideal candidate has at least 3 years of hands-on Workday experience, with in-depth HCM and Recruiting modules, strong reporting skills, and HR process expertise. You will troubleshoot issues, develop SOPs, train end users, and help establish sustainable governance.

Qualifications

• At least 3 years of hands-on Workday experience.
• Experience with Workday HCM and Recruiting modules.
• Strong understanding of Workday reporting and governance.
• Experience troubleshooting Workday issues and improving functionality.
• Ability to analyze HR and recruiting processes and recommend improvements.
• Experience creating SOPs, process documentation, and end-user training materials.
• Strong communication and knowledge-transfer skills.
• Ability to work independently in a short-term engagement.
• Experience supporting Talent Management initiatives is a plus.

Responsibilities

• Assess, troubleshoot, and resolve Workday issues focused on HCM and Recruiting.
• Support Workday stabilization, improvements, and process optimization.
• Review and governance of Workday reports.
• Analyze recruiting processes, workflows, and metrics for improvements.
• Assist with Recruiting module optimization and future rollouts.
• Develop SOPs, process docs, and training materials for HR.
• Train HR end users on Workday functionality and reporting.
• Facilitate knowledge transfer to ensure ongoing HR system management.
• Support Talent Management initiatives like career development and succession planning.
• Partner with HR stakeholders to improve data accuracy and UX.

Skills

Workday HCM

Workday Recruiting

Reporting & analytics

HR processes knowledge

Training end users

Job description

We are seeking an experienced Workday HRIS Analyst for a temporary 3-4 month engagement to support the stabilization, optimization, and ongoing improvement of the organization's Workday system.

The ideal candidate will have at least 3 years of hands-on Workday experience, with a strong understanding of the HCM and Recruiting modules, reporting, and HR processes. This individual will help troubleshoot existing system issues, improve functionality and reporting, standardize processes, and provide training and knowledge transfer to HR end users.

This is a hands-on opportunity for a Workday professional who can identify areas for improvement, develop practical solutions, and help establish sustainable processes for the HR team.

Key Responsibilities

• Assess, troubleshoot, and resolve existing issues within Workday, with a focus on the HCM and Recruiting modules.
• Support Workday system stabilization, functional improvements, and process optimization.
• Review, clean up, and establish governance standards for Workday reports.
• Analyze recruiting processes, workflows, and metrics to identify opportunities for improvement.
• Assist with optimizing the Recruiting module and preparing for future process rollouts.
• Develop standard operating procedures (SOPs), process documentation, and training materials for HR support and system use.
• Train HR end users on Workday functionality, workflows, and reporting.
• Facilitate knowledge transfer to ensure HR team members can effectively manage ongoing system processes.
• Support future Talent Management initiatives, including career development and succession planning.
• Partner with HR stakeholders to understand system needs, improve data accuracy, and enhance overall user experience.

Qualifications

• At least 3 years of hands-on Workday experience.
• Experience working with Workday HCM and Recruiting modules.
• Strong understanding of Workday reporting, report cleanup, and governance.
• Experience troubleshooting system issues and improving existing Workday functionality.
• Ability to analyze HR and recruiting processes and recommend practical improvements.
• Experience creating SOPs, process documentation, and end-user training materials.
• Strong communication and knowledge-transfer skills, with the ability to train and support nontechnical HR users.
• Ability to work independently, prioritize competing needs, and deliver results within a short-term engagement.
• Experience supporting Talent Management initiatives, such as career development and succession planning, is a plus.