Senior Business Systems Analyst (Workday, Reporting & Analytics)

Justworks•New York, NY

2d•Hybrid

About The Position

At Justworks, you’ll enjoy a welcoming and casual environment, great benefits, wellness program offerings, company retreats, and the ability to interact with and learn from leaders in the startup community. We work hard and care about our most prized asset - our people. We’re helping businesses get off the ground by enabling them to focus on running their business. We solve HR issues. We’re data-driven and never stop iterating. If you’d like to work in a supportive, entrepreneurial environment, are interested in building something meaningful and having fun while doing it, we’d love to hear from you. We're united by shared goals and shared motivations at Justworks. These are best summed up in our company values, which are reflected in our product and in our team. We're looking for a Senior Business Systems Analyst to own and evolve our people reporting and analytics capability — turning Workday data into insights that help our leaders make better, faster decisions. Working as a member of the People Systems team, you'll partner closely with People Operations, Finance, Talent, and senior leadership to design and deliver reporting solutions that are accurate, scalable, and genuinely useful. You will be the functional subject matter expert for Workday Reporting, People Analytics, responsible for building and maintaining our core reporting layer, driving data quality, and enabling self-service across the business. You have a passion for people data and a strong belief that good reporting changes how organisations operate. You're the person who looks at a spreadsheet someone built manually every month and immediately thinks about how to automate it. You're detail-oriented, curious, and care as much about whether a report is actually used as whether it's technically correct. As part of Justworks, the People Systems team is charged with delivering an amazing employee experience and ensuring our People & Talent systems, tools, and processes support our growing people and business needs. You will play a critical role in making our people data trustworthy, accessible, and actionable — so that HR leadership and business partners can self-serve confidently without raising a ticket every month.

Requirements

3-4 years of experience in a Business Systems Analyst, People Analytics, or HRIS reporting role with hands-on Workday reporting configuration experience — including custom reports, BIRT, composite reports, and calculated fields.
Strong understanding of HR data domains — headcount, compensation, talent acquisition, performance, and absence — and how they connect across Workday modules.
Experience working with Workday integrations and understanding how data flows between systems, including how upstream data quality affects downstream reporting.
Excellent attention to detail and a low tolerance for data inaccuracy — you check your own work and build in validation as a habit not an afterthought.
Strong stakeholder management skills — comfortable presenting data to senior leaders and translating business questions into reporting requirements.
Self-starter with a continuous improvement mindset — you proactively identify reporting gaps and build solutions before they're asked for.
Excellent written and communication skills.

Nice To Haves

Hands-on experience with Workday People Analytics and/or BI Application such as Looker, Tableau is strongly preferred.

Responsibilities

Serve as the Workday functional lead for Reporting, People Analytics — owning the design, build, and maintenance of our core reporting layer across all people data domains.
Partner with HR, Finance, and senior leadership to understand reporting needs, translate them into scalable Workday solutions, and deliver outputs that enable genuine self-service.
Build and maintain our suite of core recurring reports — headcount, attrition, time-to-fill, span of control, comp ratios — ensuring they are accurate, maintained, and accessible without analyst intervention.
Design and manage Workday dashboards and scorecards for HR leadership and manager self-service, reducing reliance on ad hoc data requests.
Own our data transformation layer — bringing in external data sources including ATS, engagement survey results, and finance data for blended people reporting.
Establish and maintain a data quality monitoring process — running regular audits to surface missing fields, broken hierarchies, and stale records before they cause downstream problems.
Manage a structured intake process for ad hoc reporting requests, ensuring the business has a clear, consistent way to request and receive data.
Partner with the Integrations Architect at the design stage of every new integration to ensure data lands in the right shape for reporting — field naming, granularity, and refresh frequency.
Manage bi-annual Workday releases, evaluating reporting and analytics feature updates, testing new functionality, and recommending adoption strategies.
Develop and maintain documentation for all reports, dashboards, and data definitions to support change management, onboarding, and audit requirements.