Senior HR Technology Analyst - Hourly Compensation

General Motors•Detroit, MI

7d•$105,000 - $140,000•Remote

About The Position

The HR Solutions Enablement team builds effective, scalable, cohesive HR solutions that minimize redundancy and deliver seamless data and insights for a better end‑user experience. You will be part of a team responsible for implementing HR technology solutions in Workday, and integrated third‑party systems, that drive our operations forward and remove friction. This team also provides tier‑2 support for our business‑facing end users. As the Sr HR Technology Analyst for Hourly Compensation, you will be an experienced individual contributor within the HR Technology / Workday team, responsible for designing, configuring, and maintaining complex hourly compensation setup in Workday across multiple countries and collective bargaining agreements (CBAs). This role combines consultative problem-solving, rigorous end-to‑end execution, and pragmatic, influence-based leadership to deliver high-impact HR implementations. Success in this role requires strong collaboration and influence skills. You will partner with teams across the business to understand their challenges and implement optimal technology solutions that address those needs—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 has extensive hands‑on experience with Workday Compensation setup and configuration, plus working knowledge of other Workday modules. You should be eager to learn and apply new technologies, including emerging AI‑powered tools, and bring a passion for innovative thinking and solution design. In short, we’re looking for a Workday expert who is also a builder and innovator, ready to elevate our HR technology suite to the next level of effectiveness and user experience. Flexibility is key, as this role may occasionally require working outside standard hours to support global stakeholders and projects.

Requirements

You have 3+ years of hands‑on Workday configuration experience with a heavy focus on Compensation, including work with hourly and unionized populations.
You know hourly compensation inside out – wage scales, step progression, premiums, allowances - and how to model them cleanly in Workday.
You’re fluent in Workday Comp building blocks: compensation packages, grades, grade profiles, steps, eligibility rules, and how they hang together.
You’ve built or supported Workday custom reports and calculated fields tied to compensation.
You’re comfortable using Workday EIBs and mass‑update patterns to safely move data at scale.
You can turn dense policy and contract language into clear, testable configuration, and explain the logic to others.
You have experience working across multiple countries or regions, navigating different regulatory and contractual environments.
You bring strong analytical and problem‑solving skills, with high attention to detail and data quality in everything you configure or migrate.
You manage your work independently in a structured, change‑managed environment and consistently deliver on your commitments.
You communicate clearly – in writing and in meetings – with both technical and non‑technical stakeholders.

Nice To Haves

You hold Workday Pro, Workday Compensation certification, or comparable advanced Workday training.
You’ve supported large hourly or manufacturing populations and understand the realities of plant and operations environments.
You’ve translated union/collective agreements into Workday design for pay, step progression, and premiums.
You’ve worked across additional Workday domains (for example, Core HCM, Absence, Benefits, Recruiting, Talent or Advanced Compensation) to design end‑to‑end HR solutions.
You understand Workday security fundamentals (domain and business process security, role‑based access, audit/controls) and factor them into your designs.
You’ve led or co‑led multi‑country Workday initiatives or optimizations for compensation and are comfortable owning pieces of a global roadmap.
You’ve experimented with or implemented AI‑powered tools and agents (for example, copilots, chatbots, or automation frameworks) to improve configuration, testing, documentation, or tier‑2 support workflows.

Responsibilities

Lead end‑to‑end Workday configuration for global hourly compensation, including compensation packages, grades, grade profiles, steps, eligibility rules, and plan assignments.
Configure and maintain complex hourly components such as: Base wage structures and wage scales, Automatic step progression schedules (anniversary, hours worked, other rules), Local allowances (e.g., COLA, hazard, seniority, tool, transportation, housing), 13th/14th month or similar country‑specific components where applicable.
Translate CBAs, country legislation, and compensation policies into clear, sustainable Workday configuration.
Design and maintain compensation eligibility rules using job profile, location, union/collective agreement, employee type, and other attributes.
Lead or support projects to standardize and expand hourly compensation configuration, including discovery, design workshops, configuration, testing, and deployment.
Collaborate with Payroll and Integration teams so that Workday configuration aligns with pay calculations processes.
Partner with Reporting and Analytics teams to ensure hourly compensation data supports downstream reporting, compliance, and benchmarking.
Troubleshoot and resolve production issues related to hourly compensation (e.g., eligibility errors, incorrect rates, step progression defects, missing allowances).
Execute and coordinate unit, integration, and regression testing for compensation changes; develop repeatable test scenarios and expected‑result decks.