Lead Systems Analyst

Wellington Management•Boston, MA

40d•$90,000 - $180,000•Hybrid

About The Position

Wellington Management is seeking a skilled Workday Analyst to support and optimize their Workday Human Capital Management (HCM) platform. This role will act as a trusted Workday advisor to various stakeholders including HR, Benefits, Compensation, Payroll, Talent, and IT. The analyst will be responsible for translating business requirements into scalable Workday solutions, collaborating with vendors and implementation partners, promoting Workday best practices, and understanding global compliance requirements.

Requirements

6+ years’ experience in hands-on Workday HRIS role on a production environment
Strong understanding of HR business processes
Experience supporting critical annual cycles (performance, compensation, open enrollment)
Demonstrated understanding of cross-functional dependencies across Benefits, Payroll, and Compensation
Ability to troubleshoot complex system and data issues

Nice To Haves

Workday HCM certification strongly preferred
Additional relevant Workday certifications a strong plus
Local to our Boston office a strong plus
Payroll experience a plus

Responsibilities

Configure and support Core HCM worker lifecycle events including Hire, Job Change, Transfer, and Leave.
Maintain and optimize Supervisory Organizations, Staffing Models, Positions, Job Profiles, Job Families.
Ensure data accuracy, integrity, and consistency across worker, job/position, and organizational structures.
Partner with HR to translate business requirements into scalable Workday solutions.
Support Workday Security configuration including security groups, domains, and business process security.
Troubleshoot access issues related to tasks, reports, and business processes.
Partner with HR, IT, and compliance teams on access provisioning and periodic security reviews.
Ensure appropriate segregation of duties and least-privilege access.
Serve as SME for Talent modules including Performance Reviews, Goals, Feedback, and Succession Planning.
Support annual and off-cycle performance processes, including year-end performance cycles.
Configure review templates, sections, rating scales, eligibility conditions, and related Business Processes.
Support continuous enhancements to talent profiles, competencies, and development plans.
Configure and maintain Business Processes across HCM, Time/Absence, Talent, Comp, Benefits, and payroll.
Maintain approval workflows, notifications, condition rules, validations, and step-level security.
Ensure BPF configuration aligns with internal controls, audit requirements, and operational efficiency.
Provide application support for Workday configuration related to benefits, compensation, and payroll-dependent objects.
Configure and maintain eligibility rules, compensation plans, calculated fields, and business processes.
Partner with Benefits, Compensation, and Payroll teams to support Open Enrollment, merit/bonus cycles, audits, and compliance-driven changes.
Configure and maintain Time Calculation, Time Entry Codes, Work Schedules, Time Schedules, eligibility.
Configure and maintain Absence Plans, Accruals, Eligibility Rules, Period Schedules, and validations.
Design, build, and support custom reports, including Advanced and Matrix reports and dashboards.
Create and maintain Calculated Fields (e.g., LRV, ESI, Lookup, Conditional, Arithmetic).
Ensure data accuracy, consistency, and audit readiness of reports.
Support Workday releases, including release notes review, impact assessment, promoting adoption, testing.
Proactively identify opportunities to improve system performance, configuration, and user experience.

Benefits

retirement plan
health and wellbeing
dental
vision
pharmacy coverage
health savings account
flexible spending accounts
commuter program
employee assistance program
life and disability insurance
adoption assistance
back-up childcare
tuition/CFA reimbursement
paid time off (leave of absence, paid holidays, volunteer, sick and vacation time)