HRIS Business Partner - HR Process and Workday Resource

QTS Data Centers•Duluth, GA

8d•$81,258 - $138,680•Remote

About The Position

This role sits within the HR function and partners day‑to‑day with HR, HRBPs, Talent, Compensation, and Payroll to support and improve HR processes enabled by Workday. The focus of this role is understanding HR business needs, gathering and translating requirements, and ensuring Workday is configured and used in a way that supports HR operations, not serving as a technical or integration specialist. This position requires someone who is comfortable working side‑by‑side with HR stakeholders, understands HR processes end‑to‑end, and can balance system knowledge with strong business partnership and ownership. In this role, you will play a critical leadership role in how Workday enables the People function. You will drive requirements gathering, guide system design decisions, and ensure Workday solutions support scalable, global People Services processes. Your work will directly improve employee experiences, strengthen data-driven decision-making, and accelerate digital transformation across the organization.

Requirements

Hands-on Workday experience, with demonstrated involvement in configuration, enhancements, or ongoing system support.
Proven ability to gather requirements from diverse stakeholder groups and translate them into actionable system solutions.
Strong stakeholder management skills, including the ability to influence, align, and build trust across functions.
Excellent communication skills, with a demonstrated ability to explain technical concepts to non-technical audiences.
Experience working with HR business processes and HR-enabling technologies.
Ability to navigate ambiguity, resolve conflicts, and move work forward in a matrixed environment.
Bachelor’s Degree or equivalent experience.

Nice To Haves

Experience working within an HR organization or embedded with HR teams
Hands‑on experience supporting HR processes such as onboarding, job changes, compensation changes, performance, or talent management
Strong experience gathering HR requirements and partnering with HR stakeholders
Practical Workday experience supporting HR operations (not just implementations)
Strong understanding of HR data structures and data taxonomy.
Experience supporting global or multi-functional HR technology initiatives.

Responsibilities

Partner directly with HR, HRBPs, Talent, Compensation, and Payroll to understand business needs and HR processes
Serve as a trusted HR systems partner, translating HR requirements into effective Workday solutions
Support HR leaders in evaluating process changes, policy updates, and operational impacts within Workday
Lead requirements gathering efforts including stakeholder identification, workshops, documentation, and validation
Translate functional HR needs into clear, actionable system requirements
Ensure HR stakeholders are prepared and engaged throughout design, testing, and deployment
Support ongoing HRIS operations for Core HR, Talent, and Compensation
Partner on Workday updates and releases to assess HR impact and support HR testing and adoption
Contribute to continuous improvement of HR processes and system usage
Support configuration changes as needed to align with HR requirements
Participate in testing, audits, and data validation activities
Collaborate with IT and vendors as needed
Establish and maintain strong, consultative relationships with People Services functional leads and cross-functional partners (IT, Finance, Risk, Procurement, etc.).
Lead end-to-end requirements gathering, facilitating discovery sessions to uncover business needs, challenges, and future-state goals.
Translate complex business requirements into clear functional and technical specifications for technical resources to execute against.
Serve as a translator between technical and non-technical audiences, clearly communicating system capabilities, limitations, dependencies, and trade-offs.
Proactively manage expectations, align priorities across stakeholder groups, and help partners navigate ambiguity and change.
Create and maintain clear, accessible documentation for People Services technologies and processes.
Advise business partners across the organization on Workday and People Services technology capabilities, providing recommendations on current and future-state solutions.
Support adoption of People Analytics and Talent Insights, contributing to reports and dashboards that enable data-driven decision-making.
Participate in and contribute to People Services technology RFP efforts, bringing a strong Workday and business-process lens.