Analyst - HRIS

Weld County Government•Greeley, CO

1d•$90,854 - $127,171•Onsite

About The Position

Performs intermediate-to-advanced professional work leading multiple Workday modules. Workday systems support to include design, implement, enhance, and test the primary and other supporting HRIS systems to meet business needs. Executes configuration, change management, and moderate-to-complex functional, regression, integration, and performance testing within a service-oriented architecture. Acts as a consultative partner to HR, Finance and IT stakeholders on organizational hierarchies, security models, and module integrations; evaluates requests against Weld County policies, IT standards, and Workday best practices.

Requirements

Bachelor's Degree Human Resources, Information Technology, Information Systems or related discipline and 5 years Professional level Information systems experience or Associate's Degree and 7 years Professional level Information systems experience
Experience with configuring and maintaining HRIS systems, preferably Workday.
Proficiency in creating and analyzing HR Reports
Experience supporting system testing, upgrades, and release cycles.
Understanding of HR business processes, compliance requirements, and data privacy standards.
Proficient in HRM systems - specifically Workday
Knowledge of HR principles and practices (e.g., payroll, benefits, and laws).
Proficient in Microsoft Office applications.
Ability to recognize, analyze, and solve a variety of problems.
Ability to remain in compliance with laws while managing confidential information.
Candidate must pass criminal background check prior to employment start date.
Pre-employment substance screening is required for this position.
This position is subject to a pre-employment drug screening.
Employment is contingent upon successfully passing the screening in accordance with Weld County policy.
This position is exempt from the minimum wage and overtime requirements of the Fair Labor Standards Act and is therefore ineligible for overtime pay.
As an applicant for this position, you should be aware of Senate Bill 19-085, the Equal Pay for Equal Work Act. The act requires employers to announce the pay range for job openings.

Nice To Haves

Advanced Workday Knowledge - Experience with additional modules such as Compensation, Talent, Recruiting, or Time Tracking.
Experience leading HRIS enhancement projects or acting as a project coordinator.
Background in process automation, Lean, Six Sigma, or business analysis.
HR certifications (e.g., PHR, SHRM-CP) can also be a plus
Human Resources Information Professional (HRIP) Preferred

Responsibilities

Configure, Maintain & Upgrade Workday Modules - Install, customize, and maintain Core HCM, Compensation, Time & Absence, Benefits, Payroll, and Learning modules. Oversee twice-yearly Workday upgrades—evaluate new functionality with stakeholders, design test strategies, run UAT, and manage deployment, inclusive of change management. Assist IT with integrations as necessary.
Develop Reports & Automations - Design and maintain automated queries, calculated fields, composites, matrix, and advanced reports. Create dashboards and ad hoc analyses to support HR and payroll decision-making and system improvements.
Ensure Data Accuracy & Security - Regularly audit and analyze HR data for discrepancies, perform root-cause analysis, and apply direct fixes or recommend solutions. Manage security access settings for user permissions using established and automated HRIS workflows in Workday.
Resolve System Issues & Provide Support - Investigate and troubleshoot complex system issues across modules. Escalate major problems appropriately and manage resources to minimize impact. Provide technical support and consultation to HR, Finance and IT partners.
Document Processes & Stay Current on Trends - Maintain up-to-date documentation of business processes, workflows, security policies, and testing routines. Stay informed on HRIS and Workday community updates, evaluate trends, and propose system enhancements. Follow established Change Management policies.
Act as primary escalation point for HRIS issues – Provide expert second-level support, collaborating with IT, Finance and vendors to resolve complex user problems promptly and effectively.
Deliver contextual, moment-of-need assistance – Offer real-time guidance via in-app support, role-based help resources, and knowledge-based materials to reduce friction and ensure smooth user experiences.
In partnership with the Organizational Change and Training team - Create user-facing training materials and guides – Design and deliver interactive workshops, quick-reference job aids, videos, and FAQ resources tailored to specific roles like HR admins, managers, and employees.
Monitor post deployment adoption and user engagement – Track usage metrics (logins, feature adoption, support ticket trends), gather feedback, and update support materials regularly to improve system uptake.
Engage Workday Community for feature insights – Stay current on best practices and upcoming updates; advise on optional features and enhancements that benefit end users.
Lead requirement-gathering workshops with HR and business partners to assess gaps and propose system-driven solutions.
Identify and prioritize opportunities for workflow automation and process optimization across HR functions.
Compile or assist with the acquisition of complex data reports, summaries, and logs for HR staff.
Participate actively in the Workday Community, propose and advocate for improvements to the Workday solution.
Proactively monitor new features released by Workday and advocate for appropriate adoption plans.
In collaboration with Learning and Development, develop course curriculum, create job aides, and conduct in-person training.
Maintain proper change management documentation to satisfy the company’s internal/external audit controls and compliance practices.
Working with Finance and IT, perform regular system audits to support regulatory compliance, data, and system integrity.