Senior HR Technology Analyst - Hourly Compensation

General Motors•Detroit, MI

1d•$105,600 - $140,700•Remote

About The Position

The HR Solutions Enablement team builds effective, scalable, and cohesive HR solutions that minimize redundancy and deliver seamless data and insights for a better end-user experience. You’ll join a team that implements Workday and integrated third-party HR technology solutions to streamline operations and reduce friction. The team also provides Tier 2 support to business users. As the Sr. HR Technology Analyst for Hourly Compensation, you’ll design, configure, and maintain complex compensation processes across multiple countries and facilities, each with distinct requirements. This role combines consultative problem-solving, end-to-end execution, and the ability to influence without formal authority to deliver high-impact HR solutions. Success in this role requires strong collaboration, consultation, and influence skills. You’ll partner with teams across the business to understand their challenges and implement optimal technology solutions—for example, translating hourly wage structures, step-progression rules, premiums, and allowances into robust, scalable Workday solutions that are accurate, compliant, and auditable. The ideal candidate brings extensive hands-on experience with Workday Compensation configuration, working knowledge of adjacent Workday modules, and a passion for continuous improvement and solution design. You’ll serve as a Workday subject-matter expert and solution designer who improves system effectiveness, user experience, and operational scalability. Familiarity with emerging AI-powered tools and agents is valued, particularly where they can improve the end-user experience, Workday configurations and business processes. Flexibility is important, as this role may occasionally require work outside standard hours to support global stakeholders and critical projects.

Requirements

7+ years of progressive experience in HR technology, HRIS, compensation, or a related field, including at least 4 years of hands-on Workday configuration experience with a focus on Compensation.
Advanced knowledge of hourly compensation practices, including wage scales, step progression, premiums, allowances, and related eligibility rules, and can model them cleanly in Workday.
Fluent in Workday Compensation building blocks, including compensation packages, grades, grade profiles, steps, eligibility rules, and plan assignments, and understand how they work together.
Built or supported Workday custom reports and calculated fields tied to compensation.
Comfortable using Workday EIBs and mass-update patterns to safely move data at scale, including validation, reconciliation, and post-load review.
Can translate dense policy, legislation, and CBA language into clear, testable configurations and explain the logic to technical and non-technical stakeholders.
Experience working across multiple countries or regions and navigating different regulatory and contractual environments to implement complex hourly compensation solutions.
Demonstrate professionalism, discretion and sound judgment when accessing sensitive employee information, using it only for legitimate business purposes and authorized work activities.
Strong analytical and problem-solving skills, with high attention to detail, data quality, and root-cause analysis.
Manage your work independently in a structured, change-managed environment and consistently deliver on your commitments.
Communicate clearly, in writing and in meetings, with technical and non-technical stakeholders.

Nice To Haves

Hold a Workday Pro certification in Compensation or comparable advanced Workday training.
Supported large hourly or manufacturing populations and understand the realities of plant and operations environments.
Translated union or collective bargaining agreements into Workday designs for pay, step progression, premiums and allowances.
Worked across additional Workday domains, such as Core HCM, Absence, Benefits, Recruiting, Talent, or Advanced Compensation, to design end-to-end HR solutions.
Understand Workday security fundamentals, including domain and business process security, role-based access, audit requirements, and internal controls.
Led or co-led multi-country Workday initiatives or compensation optimizations and are comfortable owning portions of a global roadmap.
Demonstrated the ability to identify and responsibly apply AI-powered tools or agents, such as copilots, chatbots, or automation frameworks, to improve the end-user experience, Workday configurations and business processes.

Responsibilities

Design and configure end-to-end Workday solutions for global hourly compensation, including compensation packages, grades, grade profiles, steps, eligibility rules, and plan assignments.
Configure and maintain complex hourly compensation components, including: Base wage structures and wage scales, Premium pay structures and differential rules, Automatic step-progression schedules based on anniversaries, hours worked, or other business rules, Local allowances such as COLA, hazard, seniority, tool, transportation, and housing allowances, 13th- and 14th-month pay or similar country-specific components, where applicable.
Translate requirements from local collective bargaining agreements (CBAs), country legislation, and compensation policies into clear, sustainable, and testable Workday solutions.
Design and maintain compensation eligibility rules using job profile, location, union or collective agreement, employee type, and other relevant attributes.
Lead or support projects to standardize and expand hourly compensation configuration, including discovery, design workshops, configuration, testing, deployment, and hypercare.
Partner with Payroll and Integration teams to ensure Workday compensation configurations support accurate downstream pay calculations and payroll processing.
Collaborate with Reporting and Analytics teams to ensure hourly compensation data supports downstream reporting, compliance, benchmarking, and decision-making.
Troubleshoot and resolve production issues related to hourly compensation, including eligibility errors, incorrect rates, step-progression defects, and missing allowances.
Execute and coordinate unit, integration, regression, and end-user testing; develop thorough test scenarios and maintain documentation describing solution configuration and expected outcomes.
Evaluate Workday releases and assess impacts to Compensation configuration, integrations, reporting, security, and business processes.
Apply Workday security and access controls, support data audits and control activities, and ensure configuration changes are documented, traceable and approved through established governance processes.
Validate, reconcile, and execute EIBs and other mass data updates in accordance with established data-quality and change-control standards.