Associate Director, Compensation Systems Architect

CSL•Boca Raton, FL

1d•Hybrid

About The Position

The Opportunity: Reporting to the Director, Global Compensation Operations & Enablement Lead, as the Associate Director, Compensation Systems Architect, you will be the senior technical and analytical subject‑matter expert, responsible for translating compensation operating requirements into scalable system solutions, reliable data, and actionable insights. In this role, you will serve as the hands‑on Workday compensation expert and lead technical execution across the compensation technology ecosystem, including configuration support, integrations, reporting, analytics, and continuous enhancement. Your position will be future‑focused, driving the build and adoption of advanced analytics, automation, and AI‑enabled capabilities that improve accuracy, efficiency, governance, and decision support across Compensation and broader Total Rewards. In partnership with the Global Compensation Operations & Enablement Lead and HR Systems/Technology team, you will support enterprise‑critical cycles (including Year‑End) through system readiness, testing support, issue resolution, and reporting enablement—ensuring solutions are robust, sustainable, and aligned with CSL’s global standards. This is a hybrid role, which offers a combination of an onsite and remote work schedule. #LI-hybrid The Role: Serve as the primary Workday Compensation subject matter expert, providing hands‑on leadership for configuration, design recommendations, troubleshooting, and optimization of compensation and related Total Rewards functionality. Translate compensation operating needs into system requirements and scalable solutions, partnering with HR Systems/Technology to ensure high‑quality delivery of enhancements, fixes, and future‑state capabilities. Lead the technical and analytical execution for the Year‑End rewards/compensation cycle (e.g., salary review and related activities) including test support, configuration support, issue triage, reporting readiness, and post‑cycle stabilization. Build and maintain compensation analytics, dashboards, and decision support, ensuring leaders and stakeholders have timely, accurate insights to guide Total Rewards decisions and governance. Execute a roadmap of AI-enabled use cases across Total Rewards, including automation, insight generation, and process improvements that enhance accuracy, speed, and user experience. Apply data governance best practices to identify root causes of data/system issues, improve data quality and reliability, and strengthen confidence in compensation reporting and administration. Support evaluation and optimization of HR/Total Rewards technology investments, providing technical and analytical input on tool capability, value realization, and integration into the Total Rewards operating model Partner with the Global Compensation Operations & Enablement Lead to support process optimization and automation by identifying opportunities, designing requirements, and enabling measurable improvements in efficiency and effectiveness. Provide ongoing collaboration and technical partnership with Compensation Delivery & Governance, Benefits, Executive Compensation, Performance, HR Operations, Payroll, and Finance to ensure solutions are aligned, adoptable, and operationally sustainable. Serve as a key liaison for compensation systems and data topics, communicating complex technical and analytical insights clearly to stakeholders to enable informed decisions and successful change adoption.

Requirements

Bachelor’s Degree in Business, Human Resources, Technology, or a related field.
8+ years of progressive experience in Total Rewards, Compensation Operations, and/or HR Systems roles.
Required deep expertise in Workday compensation and incentive administration, data governance, and cross‑functional delivery.
Demonstrated experience leading global processes, systems, and governance in a complex, matrixed organization.
Proven ability to lead enterprise‑critical reward cycles (e.g., Year End rewards, incentive administration).
Strong leadership experience with direct team accountability.
Strategic thinking with strong execution discipline.
Enterprise systems and process leadership.
Risk management and governance mindset.
Ability to influence across functions and regions without direct authority.
Clear, confident communicator able to translate complexity into actionable direction.
Continuous improvement and problem‑solving orientation.

Nice To Haves

Advanced degree preferred.

Responsibilities

Serve as the primary Workday Compensation subject matter expert, providing hands‑on leadership for configuration, design recommendations, troubleshooting, and optimization of compensation and related Total Rewards functionality.
Translate compensation operating needs into system requirements and scalable solutions, partnering with HR Systems/Technology to ensure high‑quality delivery of enhancements, fixes, and future‑state capabilities.
Lead the technical and analytical execution for the Year‑End rewards/compensation cycle (e.g., salary review and related activities) including test support, configuration support, issue triage, reporting readiness, and post‑cycle stabilization.
Build and maintain compensation analytics, dashboards, and decision support, ensuring leaders and stakeholders have timely, accurate insights to guide Total Rewards decisions and governance.
Execute a roadmap of AI-enabled use cases across Total Rewards, including automation, insight generation, and process improvements that enhance accuracy, speed, and user experience.
Apply data governance best practices to identify root causes of data/system issues, improve data quality and reliability, and strengthen confidence in compensation reporting and administration.
Support evaluation and optimization of HR/Total Rewards technology investments, providing technical and analytical input on tool capability, value realization, and integration into the Total Rewards operating model
Partner with the Global Compensation Operations & Enablement Lead to support process optimization and automation by identifying opportunities, designing requirements, and enabling measurable improvements in efficiency and effectiveness.
Provide ongoing collaboration and technical partnership with Compensation Delivery & Governance, Benefits, Executive Compensation, Performance, HR Operations, Payroll, and Finance to ensure solutions are aligned, adoptable, and operationally sustainable.
Serve as a key liaison for compensation systems and data topics, communicating complex technical and analytical insights clearly to stakeholders to enable informed decisions and successful change adoption.