Workday Senior Analyst

FINRA; Rockville (MD); Hybrid; USD 112,000 - 203,000; Full time

Benefits offered by this job

Health insurance

401(k) plan

Paid time off

Tuition reimbursement

Commuter benefits

Job summary

FINRA is seeking a Senior Analyst, HR Technology in Rockville, MD to serve as the primary HRIS analyst for Workday. You will provide day-to-day production support, optimize modules, and lead data cleansing, testing, and change management activities.

You will translate business needs into clear requirements, partner with HR, Product, and IT engineering, and ensure accurate HR data while supporting training and documentation.

Qualifications

• Bachelor’s degree in HR, Information Systems, Business Administration, or a related field with a minimum of seven (7) years relevant work experience.
• 3+ years hands‑on configuration experience with Workday HCM core modules (HCM, Compensation, Benefits) and at least one of Recruiting, Talent, Performance.
• 3+ years of HRIS experience with a strong focus on Workday operational support.
• Hands‑on experience with Enterprise Interface Builders (EIBs), mass data loads, and data corrections in Workday.
• Strong analytical and problem‑solving skills with high attention to detail.
• Experience supporting production environments, handling tickets, and resolving operational and data related issues.
• Strong understanding of HR data structures, downstream impacts, and data quality management.
• Excellent communication skills and the ability to interface with business stakeholders at all levels.

Responsibilities

• Provide day-to-day production support and issue resolution for Workday.
• Lead and support Workday modules such as Core HCM, Compensation, Benefits, Absence, Talent and Performance, Recruiting.
• Partner with HR and business stakeholders to identify optimization opportunities across Workday ecosystem.
• Configure, test, and deploy Workday business process frameworks, security, reports, dashboards, and integrations.
• Lead UAT for Workday enhancements and major initiatives.
• Lead data cleansing initiatives and preventive controls.
• Provide advanced reporting and analytics using Workday reporting and third‑party tools.
• Develop and maintain HRIS documentation and training materials.
• Coordinate data exchanges with third-party vendors and monitor data issues.

Skills

Workday HCM

Data analysis

UAT testing

Data quality

Education

Bachelor's degree

Tools

EIBs

Mass data loads

Job description

The Senior Analyst, HR Technology serves as a subject matter expert for the organization’s Human Resource Information Systems, with primary responsibility for Workday operational support and optimization. This role serves as the primary operational partner to HR COEs, Product, and IT engineering, supporting production issues, data maintenance, user inquiries, testing, and data quality initiatives.

The Senior Analyst plays a critical role in translating business needs into requirements, performing user acceptance testing during enhancement and major initiative implementation, ensuring maintenance of accurate and reliable HR data, and leading change management and training activities.

Essential Job Functions

• Serve as the primary HRIS analyst for Workday, providing day-to-day production support, issue resolution, and system operational maintenance.
  • Lead and support Workday modules such as Core HCM, Compensation, Benefits, Absence, Talent and Performance, Recruiting.
  • Provide functional guidance to HR partners on Workday processes, transactions, and operational best practices.
• Partner with HR and business stakeholders to identify optimization opportunities across Workday ecosystem.
• Partner with product and engineering team to configure, test, and deploy Workday business process frameworks, security, reports, dashboards, and integrations to meet the HR function and business needs.
  • Partner with engineering team on system upgrades, feature releases, and regression testing.
  • Assess new feature impacts and coordinate communication and training activities.
• Lead user acceptance testing (UAT) for Workday enhancements, major initiative implementations, and upgrades.
  • This includes test scenario definition and test execution, defect logging, and validation in coordination with HR functional area subject matter experts.
• Lead data cleansing initiatives, including identifying root cause analysis, coordinating fixes with Engineering, and implementing preventive controls.
  • Perform regular data audits to ensure accuracy and completeness of employee and organizational data and compliance with internal policies and regulatory requirements.
• Provide advanced reporting and analytics support using Workday reporting and third‑party reporting tools to support business decision making.
• Develop and maintain HRIS documentation, user job aides, standard operating procedures. Support change management initiatives, deliver training to end users.
• Support inbound and outbound data exchanges with third party vendors by validating files, reconciling data, and escalating issues to Engineering as needed.
• Monitor system issues, trends, and recurring data problems; proactively recommend operational improvements.
• Demonstrate FINRA’s values.
• Collaborate, both in‑person and virtually, in furtherance of FINRA’s mission of investor protection and market integrity.

Required Education/Experience

• Bachelor’s degree in Human Resources, Information Systems, Business Administration, or a related field and a minimum of seven (7) years relevant work experience.
• 3+ years hands‑on configuration experience with Workday HCM core modules (HCM, Compensation, Benefits) and at least one of: Recruiting, Talent, Performance.
• 3+ years of HRIS experience with a strong focus on Workday operational support.
• Hands‑on experience with Enterprise Interface Builders (EIBs), mass data loads, and data corrections in Workday.
• Strong analytical and problem‑solving skills with high attention to detail.
• Demonstrated experience supporting production environments, handling tickets, and resolving operational and data related issues.
• Strong understanding of HR data structures, downstream impacts, and data quality management.
• Excellent communication skills and the ability to interface with business stakeholders at all levels, ability to translate operational issues into clear requirements for technical teams.
• Strong writing ability, including strong technical writing ability for system documentation, business requirements, and user training materials.

Preferred Qualifications

• Workday Pro Certifications in Core HCM, Compensation, Benefits, Recruiting, Talent and Performance.
• Experience supporting UAT testing, including test planning, execution, and defect management.
• Experience with Agile software development methodologies.

Work Conditions

• Hybrid work environment, with defined in‑person presence requirements.
• Extended hours outside normal business hours may be required.

For work that is performed in Los Angeles and San Francisco, CA, CO, CT, IL, PA, MA, MD, VA, WA, DC, NY, NJ, WA please refer to the chart below for the salary range for the corresponding location. FINRA complies with all state and local pay transparency laws and regulations requiring the disclosure of salary ranges for the position. In addition to location, actual compensation is based on various factors, including but not limited to, the candidate’s skill set, level of experience, education, and market considerations.

• Boston, MA: $112,300 - $202,500
• Chicago, IL: $107,500 - $194,100
• Denver, CO: $97,700 - $176,100
• Jericho, NY: $112,300 - $202,500
• Jersey City, NJ: $117,200 - $211,400
• Philadelphia, PA: $107,500 - $194,100
• New York, NY: $117,200 - $211,400
• Rockville, MD: $112,300 - $202,500
• Tysons, VA: $112,300 - $202,500
• Washington, DC: $112,300 - $202,500
• Woodbridge, NJ: $112,300 - $202,500
• Connecticut State: $97,700- $211,400
• Washington State: $97,700- $211,400

The information provided above has been designed to indicate the general nature and level of work of the position. It is not a comprehensive inventory of all duties, responsibilities and qualifications required.

Employees may be eligible for a discretionary bonus in addition to base pay. Non‑exempt employees are also eligible for overtime pay in accordance with federal, state, or local law. As part of its dedication to employee wellness, FINRA provides comprehensive health, dental and vision insurance. Additional insurance includes basic life, accidental death and dismemberment, supplemental life, spouse/domestic partner and dependent life, and spouse/domestic partner and dependent accidental death and dismemberment, short‑ and long‑term disability, long‑term care, business travel accident, disability and legal. FINRA offers immediate participation and vesting in a 401(k) plan with company match and eligibility for participation in an additional FINRA‑funded retirement contribution, tuition reimbursement, commuter benefits, and other benefits that support employee wellness, such as adoption assistance, backup family care, surrogacy benefits, employee assistance, and wellness programs.

Time Off and Paid Leave*

FINRA encourages its employees to focus on their health and wellness in many ways, including through a generous time‑off program starting at 15 days of paid time off (increasing with years of service, up to 25 days), 5 personal days, and 9 sick days, unless otherwise required by law (all pro‑rated in the first year). Additionally, we are proud to support our communities by providing two volunteer service days (based on full‑time schedule). Other paid leave includes military leave, jury duty leave, bereavement leave, voting and election official leave for federal, state or local primary and general elections, care of a family member leave (available after 90 days of employment); and childbirth and parental leave (available after 90 days of employment). Full‑time employees receive nine paid holidays.

• Based on full‑time schedule

Important Information

FINRA’s Code of Conduct imposes restrictions on employees’ investments and requires financial disclosures that are uniquely related to our role as a securities regulator. FINRA employees are required to disclose to FINRA all brokerage accounts that they maintain, and those in which they control trading or have a financial interest (including any trust account of which they are a trustee or beneficiary and all accounts of a spouse, domestic partner or minor child who lives with the employee) and to authorize their broker‑dealers to provide FINRA with duplicate statements for all of those accounts. All of those accounts are subject to the Code’s investment and securities account restrictions, and new employees must comply with those investment restrictions—including disposing of any security issued by a company on FINRA’s Prohibited Company List or obtaining a written waiver from their Executive Vice President—by the date they begin employment with FINRA. Employees may only maintain securities accounts that must be disclosed to FINRA at one or more securities firms that provide an electronic feed (e‑feed) of data to FINRA, and must move securities accounts from other securities firms to a firm that provides an e‑feed within three months of beginning employment.

You can read more about these restrictions here.

As standard practice, employees must also execute FINRA’s Employee Confidentiality and Invention Assignment Agreement without qualification or modification and comply with the company’s policy on nepotism.

Search Firm Representatives

Please be advised that FINRA is not seeking assistance or accepting unsolicited resumes from search firms for this employment opportunity. Regardless of past practice, a valid written agreement and task order must be in place before any resumes are submitted to FINRA. All resumes submitted by search firms to any employee at FINRA without a valid written agreement and task order in place will be deemed the sole property of FINRA and no fee will be paid in the event that person is hired by FINRA.

FINRA is an Equal Opportunity Employer

All qualified applicants receive consideration for employment without regard to any legally protected category, including race, color, age, national origin, ethnicity, religion, disability, genetic information, military or veteran status, sex, or any other status or classification protected by state or local law.

FINRA strives to make our career site accessible to all users. If you need a disability‑related accommodation for completing the application process, please contact FINRA’s Employee Relations team at 240‑386‑4865 or by email at [e-mail]. Please note that this process is exclusively for inquiries regarding accommodations in the application process.

FINRA abides by the requirements of 41 CFR 60‑741.5(a). This regulation prohibits discrimination against qualified individuals on the basis of disability and requires affirmative action by covered prime contractors and subcontractors to employ and advance in employment qualified individuals with disabilities.

FINRA abides by the requirements of 41 CFR 60‑300.5(a). This regulation prohibits discrimination against qualified protected veterans and requires affirmative action by covered prime contractors and subcontractors to employ and advance in employment qualified protected veterans.

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