HRIS Practice Area Lead, Data & Analytics (HR & Workday)

Moss•Fort Lauderdale, FL

10d

About The Position

The HRIS Practice Area Lead, Data & Analytics oversees a team of HRIS professionals focused on optimizing Workday to improve efficiency, accuracy, and employee experience. This role combines hands-on HR reporting expertise with strategic business partnership, turning workforce data into insights that support planning, operational excellence, and decision-making. The role develops and supports reports, dashboards, data models, metrics, and analytics solutions while promoting data accuracy, governance, and user adoption. As a people leader and Workday consultant partner, the role manages priorities, roadmaps, resources, governance, stakeholder expectations, product delivery, and operational efficiency for the data and analytics function. It leads governance, continuous improvement, and system innovation, supporting HR Operations, HR Pods, and business leaders with scalable, automated, data-driven solutions. The position partners across HR, Payroll, Finance, Safety, Operations, and IT, and supports compliance reporting and audit readiness.

Requirements

Bachelor’s degree in Human Resources, Information Systems, Business Analytics, Computer Science, a related field, or equivalent experience.
At least 5 years of experience in Workday HCM and HR data and analytics.
Advanced knowledge and experience with Workday modules, including HCM, Compensation, Benefits, Absence, Advanced Compensation, US Payroll, Talent, and Performance.
Hands-on experience building complex Workday reports, including advanced, matrix, composite, trended, BIRT, and dashboard reports.
Strong knowledge of Workday Report Writer, Calculated Fields, and Prism Analytics; familiarity with Discovery Boards or similar dashboarding capabilities.
Experience working with HR and people data, such as headcount, turnover, recruiting funnel, compensation, benefits, performance, and engagement.
Proficiency in data analysis and visualization using Excel and at least one BI or analytics tool.
Experience with data privacy, security, and role-based access in HR systems.
Strong analytical and critical-thinking skills, including the ability to translate data into insights and recommendations.
High attention to detail and commitment to data quality and accuracy.
Strong communication skills, including explaining complex data concepts to non-technical stakeholders.
Ability to manage multiple priorities, meet deadlines, and work in a fast-paced, dynamic environment.
Collaborative mindset and proven ability to build relationships across functional areas.

Nice To Haves

Working knowledge of SQL or other query languages and understanding of data modeling and ETL concepts.
Experience with Power BI, Tableau, and/or Cognos.
Knowledge of Agile methodology.
Workday certifications in Reporting, Prism Analytics, or related areas.
Experience in construction, engineering, project-based, or multi-location organizations.
Experience with advanced analytics techniques such as predictive modeling, workforce segmentation, or scenario analysis.
Exposure to Workday security, data governance, or foundational data setup.
Experience bridging strategic views, governance, innovation, and efficiency to accelerate digital HR transformation.
Experience in large-scale program management, senior stakeholder communication, problem solving, and data analytics.

Responsibilities

Lead, mentor, and develop 1–3 direct reports.
Manage prioritization, roadmap, resource planning, governance, stakeholder expectations, product delivery, and operational efficiency for the Workday data and analytics function.
Establish governance frameworks, change management standards, and quality assurance processes for consistent, compliant, reliable service delivery.
Advise business partners and lead change initiatives from strategy through execution, building stakeholder alignment and translating ambiguity into measurable metrics and insights.
Design, build, and maintain Workday reports of varying complexity, including advanced, matrix, composite, trending, and dashboard-based reports.
Develop and maintain HR dashboards and scorecards in Workday and/or business intelligence tools.
Translate business requirements into reporting and analytics solutions in partnership with HR, Payroll, Finance, Safety, and Operations stakeholders.
Deliver recurring and ad hoc reporting for headcount and turnover, talent acquisition, compensation, benefits, DEI, and compliance programs.
Prepare and present analyses, visualizations, executive summaries, and presentations that communicate trends, risks, and opportunities.
Serve as a subject matter expert in Workday data structures, calculated fields, and reporting best practices.
Manage and optimize the HR report catalog, including governance, documentation, and lifecycle management.
Configure and support report and dashboard security to ensure appropriate access, privacy, and compliance.
Promote self-service reporting by creating standard reports, training materials, and job aids for HR and business leaders.
Assess reporting and analytics impacts of Workday releases, perform regression testing, and update reports as needed.
Support HR data governance standards for data definitions, quality, and usage across HR systems.
Monitor data integrity and perform audits, reconciliations, and validations to ensure accurate and reliable HR data.
Identify data quality issues, conduct root-cause analysis, and partner with HR and IT to implement corrective actions.
Support compliance and audit requests with accurate reporting, documentation, and evidence related to HR data and security.
Support compliance reporting for ACA, FLSA, I-9, employee benefits, and 401(k) eligibility, maintaining data integrity and audit readiness.
Collaborate with HR, Payroll, Finance, Operations, and IT to understand business needs and deliver scalable solutions.
Participate in or lead small- to mid-size projects and workstreams related to HR data, analytics, and reporting.
Identify opportunities to streamline processes, automate manual reporting, and improve the user experience.
Stay current on Workday capabilities, HR analytics trends, and best practices, and recommend enhancements to the HR data and analytics roadmap.