HRIS Analyst

Zoox•Foster City, CA

39d•$128,000 - $154,000

About The Position

The HRIS Analyst will support the People Experience team to operational excellence by partnering with organization leaders to define a Technology roadmap that builds for the future. This role will refine and evolve our current systems to optimize our user experience while facilitating increasing demands that come with scale. Client management is crucial as this role will interface with stakeholders across the People Experience organization as well as cross functional partners. In This Role, You Will... Act as a liaison between People Experience, IT, and/or third-party systems vendors Lead the organization through People systems implementations and upgrades, from project planning, requirement gathering, configuration, QA/testing, go-live and ongoing system maintenance and administration Be the subject matter expert in HR systems by researching and assessing technology needs, identifying systems/process improvements, and delivering technological solutions that support operational excellence Act as a project manager by setting objectives and timelines, gathering cross-functional consensus on deliverables, and managing expectations throughout the process. Manage vendor relationships and third-party support in the ongoing maintenance of Workday components. Collaborate with third party vendors to troubleshoot and deliver effective solutions. Continue to integrate Workday with SAP, 3rd Party Benefit vendor systems, and other technology platforms. Develop and improve modules, e.g. Advanced Comp & Performance Management Streamline Workday configurations to support business processes (on-boarding, performance, compensation, open-enrollment, ATS, etc.) Create integration & project roadmap to implement additional Workday components that align with employee lifecycle (Onboarding, Benefits, Talent Management, Compensation, etc.) Optimize Core HCM to support evolving organizational structures (cost centers and organizational hierarchy, compensation bands and levels, etc.) Enable future headcount and workforce planning and development - requisition management/open positions etc. Set agenda and project manage cross functional projects

Requirements

Bachelor's Degree in Computer Science, Management Information Systems, or a related field
5+ years experience managing development and maintenance of various aspects of the Workday system - Talent, Compensation, HCM, Benefits, Absence, Performance.
Experience in gathering systems requirements, process mapping, and gap analysis
Experience working with integration architecture, including inbound and outbound processes, EIBs, Studio, Connectors, etc.

Nice To Haves

Experience with Workday Payroll
Experience with PRISM

Responsibilities

Act as a liaison between People Experience, IT, and/or third-party systems vendors
Lead the organization through People systems implementations and upgrades, from project planning, requirement gathering, configuration, QA/testing, go-live and ongoing system maintenance and administration
Be the subject matter expert in HR systems by researching and assessing technology needs, identifying systems/process improvements, and delivering technological solutions that support operational excellence
Act as a project manager by setting objectives and timelines, gathering cross-functional consensus on deliverables, and managing expectations throughout the process.
Manage vendor relationships and third-party support in the ongoing maintenance of Workday components. Collaborate with third party vendors to troubleshoot and deliver effective solutions.
Continue to integrate Workday with SAP, 3rd Party Benefit vendor systems, and other technology platforms.
Develop and improve modules, e.g. Advanced Comp & Performance Management
Streamline Workday configurations to support business processes (on-boarding, performance, compensation, open-enrollment, ATS, etc.)
Create integration & project roadmap to implement additional Workday components that align with employee lifecycle (Onboarding, Benefits, Talent Management, Compensation, etc.)
Optimize Core HCM to support evolving organizational structures (cost centers and organizational hierarchy, compensation bands and levels, etc.)
Enable future headcount and workforce planning and development - requisition management/open positions etc.
Set agenda and project manage cross functional projects