Senior HR Technology Analyst - Hourly Compensation

Job Description

The Role

The HR Solutions Enablement team builds effective, scalable, and cohesive HR solutions that minimize redundancy and deliver seamless data and insights for a better end-user experience.

You’ll join a team that implements Workday and integrated third-party HR technology solutions to streamline operations and reduce friction. The team also provides Tier 2 support to business users. As the Sr. HR Technology Analyst for Hourly Compensation, you’ll design, configure, and maintain complex compensation processes across multiple countries and facilities, each with distinct requirements. This role combines consultative problem-solving, end-to-end execution, and the ability to influence without formal authority to deliver high-impact HR solutions.

Success in this role requires strong collaboration, consultation, and influence skills. You’ll partner with teams across the business to understand their challenges and implement optimal technology solutions—for example, translating hourly wage structures, step-progression rules, premiums, and allowances into robust, scalable Workday solutions that are accurate, compliant, and auditable.

The ideal candidate brings extensive hands-on experience with Workday Compensation configuration, working knowledge of adjacent Workday modules, and a passion for continuous improvement and solution design. You’ll serve as a Workday subject-matter expert and solution designer who improves system effectiveness, user experience, and operational scalability. Familiarity with emerging AI-powered tools and agents is valued, particularly where they can improve the end-user experience, Workday configurations and business processes.

Flexibility is important, as this role may occasionally require work outside standard hours to support global stakeholders and critical projects.

Key Responsibilities

• Design and configureend-to-end Workday solutions for global hourly compensation, including compensation packages, grades, grade profiles, steps, eligibility rules, and plan assignments.
• Configure and maintaincomplex hourly compensation components, including:
  • Base wage structures and wage scales
  • Premium pay structures and differential rules
  • Automatic step-progression schedules based on anniversaries, hours worked, or other business rules
  • Local allowances such as COLA, hazard, seniority, tool, transportation, and housing allowances
  • 13th- and 14th-month pay or similar country-specific components, where applicable
• Translate requirements from local collective bargaining agreements (CBAs), country legislation, and compensation policies intoclear, sustainable, and testable Workday solutions.
• Design and maintain compensation eligibility rules using job profile, location, union or collective agreement, employee type, and other relevant attributes.
• Lead or support projects tostandardize and expand hourly compensation configuration, including discovery, design workshops, configuration, testing, deployment, and hypercare.
• Partner with Payroll and Integration teams to ensure Workday compensation configurations supportaccurate downstream pay calculations and payroll processing.
• Collaborate with Reporting and Analytics teams to ensurehourly compensation data supports downstream reporting, compliance, benchmarking, and decision-making.
• Troubleshoot and resolve production issues related to hourly compensation, including eligibility errors, incorrect rates, step-progression defects, and missing allowances.
• Execute and coordinateunit, integration, regression, and end-user testing; developthorough test scenarios and maintain documentation describingsolution configuration and expected outcomes.
• Evaluate Workday releases andassess impacts to Compensation configuration, integrations, reporting, security, and business processes.
• ApplyWorkday security and access controls, supportdata audits and control activities, and ensure configuration changes aredocumented, traceable and approved through established governance processes.
• Validate, reconcile, and execute EIBs and other mass data updates in accordance with establisheddata-quality and change-control standards.

Core Capabilities

• Configuration and solution design:Independently turns complex hourly compensation problems intoscalable Workday designs that balancestandardization, usability, compliance and maintainability.
• Stakeholder and consulting skills: Builds trust with HR, Compensation, Payroll, Labor Relations, and Technology stakeholders; clarifies requirements; and influences decisions withclear options and recommendations.
• Execution discipline:Plans and delivers configuration work fromdesign through testing, deployment, and hypercare withstrong ownership and follow-through.
• Continuous improvement and analysis:Uses data androot-cause analysis to diagnose issues and identify opportunities forprocess improvement, automation and better user experience.
• Quality, governance, and controls:Maintains high standards fordocumentation, testing, change control, auditability, security and sustainable solution design.

Required Qualifications

• You have7+ years of progressive experience in HR technology, HRIS, compensation, or a related field, including at least4 years of hands-on Workday configuration experience with afocus on Compensation.
• You haveadvanced knowledge of hourly compensation practices, includingwage scales, step progression, premiums, allowances, and related eligibility rules, and canmodel them cleanly in Workday.
• You are fluent inWorkday Compensation building blocks, includingcompensation packages, grades, grade profiles, steps, eligibility rules, and plan assignments, and understand how they work together.
• You have built or supportedWorkday custom reports and calculated fields tied to compensation.
• You are comfortable usingWorkday EIBs and mass-update patterns to safely move data at scale, includingvalidation, reconciliation, and post-load review.
• You can translatedense policy, legislation, and CBA language intoclear, testable configurations and explain the logic to technical and non-technical stakeholders.
• You have experience working acrossmultiple countries or regions and navigatingdifferent regulatory and contractual environments to implementcomplex hourly compensation solutions.
• You demonstrateprofessionalism, discretion and sound judgment when accessingsensitive employee information, using it only forlegitimate business purposes and authorized work activities.
• You bringstrong analytical and problem-solving skills, withhigh attention to detail, data quality, and root-cause analysis.
• You manage your workindependently in astructured, change-managed environment and consistentlydeliver on your commitments.
• You communicateclearly, in writing and in meetings, withtechnical and non-technical stakeholders.

What Will Give You An Edge

• You hold aWorkday Pro certification in Compensation or comparableadvanced Workday training.
• You have supportedlarge hourly or manufacturing populations and understand the realities ofplant and operations environments.
• You havetranslated union or collective bargaining agreements into Workday designs forpay, step progression, premiums and allowances.
• You have worked acrossadditional Workday domains, such as Core HCM, Absence, Benefits, Recruiting, Talent, or Advanced Compensation, to designend-to-end HR solutions.
• You understandWorkday security fundamentals, includingdomain and business process security,role-based access, audit requirements, and internal controls.
• You haveled or co-led multi-country Workday initiatives or compensation optimizations and are comfortable owning portions of aglobal roadmap.
• You have demonstrated the ability toidentify and responsibly apply AI-powered tools or agents, such as copilots, chatbots, or automation frameworks, to improve theend-user experience, Workday configurations and business processes.

Compensation: The compensation information is a good faith estimate only. It is based on what a successful applicant might be paid in accordance with applicable state laws. The actual base salary a successful candidate will be offered within this range will vary based on factors relevant to the position, as well as geography of the selected candidate.
       • The salary range for this role is $105,600 to $140,700. The actual base salary a successful candidate will be offered within this range will vary based on factors relevant to the position.
       • Bonus Potential: An incentive pay program offers payouts based on company performance, job level, and individual performance.
Benefits:
       • Benefits: GM offers a variety of health and wellbeing benefit programs. Benefit options include medical, dental, vision, Health Savings Account, Flexible Spending Accounts, retirement savings plan, sickness and accident benefits, life insurance, paid vacation & holidays, tuition assistance programs, employee assistance program, GM vehicle discounts and more.

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