Senior HRIS Manager- Workday

Copart•Dallas, TX

11h

About The Position

Copart, Inc. a technology leader and the premier online vehicle auction platform globally, with over 200 facilities located across the world, Copart links vehicle sellers to more than 750,000 buyers in over 190 countries. We believe in providing an unmatched experience, every day and everywhere, driven by our people, processes, and technology. The Senior Manager, HRIS will serve as Copart’s senior Workday leader and platform owner, responsible for the overall architecture, configuration, governance, and evolution of our Workday ecosystem. This role owns the day-to-day management, optimization, and expansion of Workday across core HCM, Compensation, Talent, Payroll integrations, Reporting, and Advanced Analytics (including Prism), and leads a team of HRIS analysts and specialists who support the business. The ideal candidate is both highly technical and highly business-oriented — someone who understands how to architect and configure Workday, how to build scalable solutions, and how to translate business needs into clean, secure, well-governed system designs. This role is critical to enabling Copart’s People & Culture, Total Rewards, Talent, and HR Operations strategies at scale.

Requirements

Bachelor’s degree in Information Systems, HR, Business, or related field required.
8–12+ years of progressive HRIS or Workday experience, including platform ownership.
5+ years of hands-on Workday configuration experience across multiple modules.
Demonstrated experience leading HRIS or Workday teams.
Strong experience with Workday Reporting and Analytics; Prism experience strongly preferred .
Experience supporting large, complex, multi-entity or global organizations, including GDPR requirements.
Skills & Attributes Deep technical mastery of Workday architecture, configuration, and business process framework.
Strong understanding of HR, Total Rewards, Talent, and Payroll processes.
Highly structured, detail-oriented, and disciplined about controls and documentation.
Strong project and delivery management skills.
Ability to translate business needs into scalable system designs.
Executive presence and ability to influence senior HR and business leaders.
Builder mindset with a bias toward simplification, automation, and scale.

Responsibilities

Workday Platform Ownership & Architecture Serve as the overall owner and architect of Copart’s Workday environment.
Design, configure, and maintain Workday modules including (but not limited to): Core HCM Compensation & Advanced Compensation Talent & Performance Recruiting (as applicable) Security Reporting & Dashboards Prism Analytics and advanced data models
Own system configuration, business process frameworks, security roles, domains, and governance structures.
Ensure Workday is scalable, secure, auditable, and aligned to business and compliance requirements.
Configuration, Development & Technical Delivery Personally lead and/or oversee complex Workday configuration, business process design, calculated fields, condition rules, integrations, and advanced reporting.
Translate business requirements into clean, efficient, supportable Workday solutions.
Partner with IT and vendors on integrations, data flows, and upstream/downstream system connections.
Own release management: evaluate Workday releases, test impacts, and deploy changes in a controlled and predictable way.
Maintain strong documentation standards for configuration, architecture, and decisions.
Advanced Reporting, Analytics & Prism Own Workday reporting strategy including dashboards, composite reports, matrix reports, and executive analytics.
Lead the use and expansion of Workday Prism Analytics and advanced data modeling capabilities.
Partner with HR, Finance, and business leaders to deliver actionable, trusted people and workforce insights.
Ensure strong data governance, data quality, and metric consistency across the enterprise.
HR, Total Rewards & Talent Enablement Partner closely with: Total Rewards (Comp, Benefits, Equity, Incentives) Talent Acquisition & Talent Management HR Business Partners Payroll & Finance
Enable critical processes such as: Annual merit, bonus, and equity cycles Org management and workforce planning Talent and performance cycles Headcount, cost, and workforce analytics
Ensure systems enable — not hinder — business execution.
Team Leadership & HRIS Operating Model Build, lead, and develop a high-performing team of HRIS analysts and specialists.
Establish clear operating models, intake processes, prioritization, and delivery standards.
Coach the team to move beyond “ticket taking” to solution design and product ownership.
Set standards for quality, documentation, testing, and change management.
Develop internal capability and reduce dependency on external vendors over time.
Governance, Controls & Data Integrity Establish and enforce strong system governance, access controls, and change management processes.
Ensure compliance with SOX, data privacy, audit, and security requirements.
Partner with Internal Audit, IT Security, Legal, and HR leadership on controls and risk management.
Own data integrity, data quality monitoring, and root-cause resolution of systemic issues.
Vendor & Roadmap Management Manage relationships with Workday and any implementation or AMS partners.
Own Copart’s HR technology roadmap in partnership with HR and IT leadership.
Evaluate new Workday modules and capabilities and build business cases for adoption.
Ensure investments are tied to real business outcomes, not just technology upgrades.
Continuous Improvement & Platform Modernization Drive simplification, automation, and standardization of HR processes through system design.
Identify opportunities to eliminate manual work, spreadsheets, and shadow systems.
Continuously improve user experience, manager self-service, and data accessibility.