Workday Systems Administrator

MBO Partners; United States; Remote; USD 124,000 - 152,000; Part time

Benefits offered by this job

Medical insurance

Dental insurance

Vision coverage

Retirement plans

Job summary

MBO Partners is seeking a Global Workday Compensation Administrator to oversee the administration, configuration, optimization, and design of Workday Compensation globally. The role combines hands-on administration with solution design to translate business requirements into scalable, compliant Workday solutions.

Responsibilities include managing global compensation cycles, Advanced Compensation events, market pricing, audits, and regulatory reporting, while partnering with HR, HRIS, Payroll,

Qualifications

• Experience configuring and maintaining Workday Compensation globally.
• Strong knowledge of compensation planning, eligibility rules, and governance.
• Ability to translate business requirements into scalable Workday solutions.
• Experience leading testing, validation, and production readiness for compensation changes.

Responsibilities

• Configure, maintain, and support Workday Compensation and Advanced Compensation globally.
• Maintain compensation grades, plans, eligibility rules, and related components.
• Support data loads, audits, and validation activities using EIBs and reports.
• Partner with HR, HRIS, Payroll, Benefits, and Security to ensure data integrity and alignment across processes.
• Lead functional testing, UAT, and production validation for compensation projects.
• Promote global standardization while accounting for regional regulatory requirements.

Skills

Workday Compensation

Analytical skills

Stakeholder management

Documentation skills

Communication skills

Education

Workday Certification

Tools

Workday Integrations

Workday EIBs

Job description

Global Workday Compensation Solution Architect & Administrator

• Location: Remote
• Duration: 3 months with the possibility of an extension
• Anticipated Hours: 40 per week

Summary

The Global Workday Compensation Administrator is responsible for the administration, configuration, optimization, and solution design of Workday Compensation and Advanced Compensation across global regions. This role serves as both a hands-on Workday functional administrator and a solution design partner, helping translate business requirements into scalable, compliant, and sustainable Workday solutions.

The role will support global compensation cycles, Advanced Compensation Management annual events, compensation plan configuration, market survey integration, audit readiness, regulatory reporting, and ongoing system governance. In addition, this position will participate as the Workday Compensation functional lead or subject matter expert in technical projects, partnering with HR, Compensation, HRIS, Payroll, Security, Reporting, Integrations, and regional stakeholders to ensure solutions are designed effectively and delivered in alignment with global standards.

Key Responsibilities

Workday Compensation Administration

• Configure, maintain, and support Workday Compensation and Advanced Compensation functionality globally.
• Maintain compensation grades, plans, eligibility rules, compensation packages, allowances, one-time payments, and related compensation components.
• Support compensation-related data loads, mass updates, audits, and validation activities using EIBs, calculated fields, reports, and configuration tools.
• Partner with global Compensation, HR, Payroll, Benefits, and HRIS teams to ensure compensation data is accurate, integrated, and aligned across downstream processes.
• Maintain strong data integrity standards and support issue resolution for compensation-related defects, configuration gaps, and operational inquiries.
• Serve as a Workday Compensation solution design partner, helping assess business needs and translate requirements into scalable system solutions.
• Evaluate configuration options and recommend design approaches that balance business requirements, user experience, operational efficiency, compliance, and long-term sustainability.
• Partner with HRIS, Compensation, Security, Reporting, Business Process, and Integration teams to design end-to-end Workday solutions across impacted functional areas.
• Identify upstream and downstream impacts of compensation configuration decisions, including effects on payroll, benefits, reporting, security, job architecture, talent processes, and regulatory reporting.
• Support design documentation, decision logs, configuration rationale, testing scenarios, and operating model impacts for compensation-related changes.
• Promote global standardization while accounting for appropriate regional, regulatory, and business-specific requirements.

Advanced Compensation Management

• Configure and maintain merit, bonus, stock, and other compensation plans in support of global Advanced Compensation cycles.
• Support annual compensation planning activities, including eligibility rules, compensation guidelines, planning grids, compensation review templates, matrix manager participation, routing, approvals, and launch readiness.
• Partner with Compensation and HR stakeholders to design and test cycle configuration that supports global process requirements and regional variations.
• Support compensation event launches, in-cycle issue resolution, post-cycle validations, and lessons learned activities.
• Identify opportunities to improve ACM design, simplify administration, reduce manual intervention, and improve stakeholder experience.

Technical Project Participation & Workday Functional Leadership

• Participate as the Workday Compensation functional lead or subject matter expert in technical projects, enhancements, releases, integrations, and transformation initiatives.
• Support project planning and design activities by providing input on feasibility, configuration approach, dependencies, risks, testing needs, and implementation impacts.
• Partner with technical project managers, HRIS leads, integration developers, reporting resources, security administrators, and business stakeholders to deliver Workday Compensation solutions.
• Review business requirements, solution design documents, test plans, project timelines, and deployment readiness materials from a Workday Compensation perspective.
• Lead or support functional testing, regression testing, user acceptance testing, defect triage, and production validation for compensation-related projects.
• Help ensure Workday Compensation solutions are delivered in alignment with global governance standards, change control procedures, audit expectations, and operational support models.
• Manage or support market survey data ingestion, mapping, validation, and alignment to job profiles and compensation structures.
• Partner with Compensation and Job Architecture teams to ensure market pricing data is appropriately aligned with job architecture, compensation grades, and organizational requirements.
• Support the application of ageing factors, weights, benchmarks, and data validation rules to enable compensation analysis, pay equity reviews, and regulatory reporting.
• Identify opportunities to improve automation, data quality, and controls related to survey integration and benchmark data management.

Reporting, Analytics & Regulatory Support

• Partner with business stakeholders to gather requirements for Workday dashboards, worksheets, calculated fields, and custom reports related to compensation metrics, cycle progress, eligibility, and regulatory disclosures.
• Support compensation reporting needs for global compensation strategy, governance, pay transparency, pay equity, and audit activities.
• Help ensure reporting solutions are accurate, repeatable, and aligned with data governance standards.
• Collaborate with reporting and analytics teams to support leadership insights, operational controls, and regulatory requirements.

Governance, Risk, Audit & Compliance

• Maintain audit-ready compensation configuration, documentation, and change records.
• Support internal and external audits by producing reports and documentation related to compensation changes, business process activity, approvals, access provisioning, and policy adherence.
• Partner with Workday Security and HRIS teams to ensure compensation-related access is appropriate, controlled, and aligned with role-based security standards.
• Support compliance with global compensation regulations, including EU Pay Transparency, local pay equity requirements, and regional compensation governance standards.
• Identify risks, control gaps, and process improvement opportunities related to compensation configuration, data integrity, security, and operational execution.

Workday Governance, Releases & Support

• Participate in Workday release review, impact assessment, regression testing, and deployment planning for Compensation and Advanced Compensation functionality.
• Support change control processes, including documentation, testing evidence, approvals, and production migration readiness.
• Provide Tier 1 and Tier 2 functional support for global HR, Compensation, and HRIS partners.
• Develop knowledge documentation, training materials, process guides, and support resources for compensation-related Workday functionality.
• Continuously evaluate Workday functionality, process performance, and user feedback to recommend improvements.

Qualifications

• Workday Compensation certification strongly preferred; Workday HCM certification or equivalent hands-on experience preferred.
• 3+ years of hands-on experience supporting Workday Compensation and Advanced Compensation in a global environment.
• Experience configuring compensation plans, eligibility rules, compensation packages, compensation review processes, business processes, calculated fields, reports, and EIBs.
• Strong understanding of global compensation practices, annual compensation cycles, market pricing, job architecture, and regulatory reporting requirements.
• Experience participating in Workday technical projects, enhancements, release cycles, testing, and production deployments.
• Ability to operate as both a hands-on administrator and a solution design partner.
• Strong analytical, problem-solving, documentation, and stakeholder management skills.
• Ability to assess downstream impacts across payroll, benefits, security, integrations, reporting, and HR operations.
• Strong understanding of Workday governance, audit readiness, change control, and data integrity practices.
• Excellent communication skills with the ability to translate technical concepts into clear business language.
• Ability to work effectively across global teams, regional stakeholders, and cross-functional HR technology partners.
• Experience supporting global Advanced Compensation annual cycles.
• Experience with Workday market pricing, compensation benchmarking, or third-party market survey tools.
• Experience supporting EU Pay Transparency, pay equity, or compensation regulatory reporting.
• Exposure to Workday integrations, security configuration, and reporting architecture.
• Experience working in a global HRIS, HR technology, compensation operations, or Workday governance environment.
• Experience contributing to solution design, technical project delivery, implementation planning, testing strategy, and post-production support.

Eligibility Requirements:

• Must be legally authorized to work in the United States.
• As a contractor, including remote contractors, you may be required to complete a background check.

Compensation:

The anticipated pay range for this opportunity is $90.00-$110.00 per hour. The range represents a good-faith estimate of the compensation reasonably expected to be offered for this opportunity at the time of posting. Actual compensation will be determined based on experience, qualifications, engagement structure, and applicable work location within the range provided.

Depending on employment classification and eligibility, benefits may include medical, dental, and vision coverage; health savings accounts; life and AD&D insurance; long-term disability coverage; commuter benefits; and retirement plans. Eligibility for specific benefits is subject to the terms and conditions of the applicable benefit plans.

Additional Compensation:

This position is not eligible for additional compensation.