Senior Specialist, People Systems

Ancestry

2d•$97,000 - $122,000

About The Position

The Senior Specialist, People Systems serves as the operational backbone of Ancestry’s People Systems team. The role delivers long-term People Systems strategies, drives continuous improvement, and enhances functional capabilities while aligning systems with business objectives and using customer feedback to guide development. It leads the People Systems delivery engine, equipping organisational partners with insights, tools, processes, and systems for high-impact strategic partnerships. The role also advances modernization, scalability, and operational excellence across technology stacks, workflows, and cross-functional processes to encourage engagement and adoption. The specialist is a Workday subject matter expert across Core HCM and Hire-to-Retire processes, including Talent, Payroll, and Leave & Absence. The role owns Workday configurations, business processes, integrations, and security frameworks; uses workforce data and business intelligence to support decisions; leads process improvement and automation; and manages projects and releases. It partners with senior HR leaders and business stakeholders, resolves complex system and data issues, mentors junior analysts and functional partners, and communicates technical and people-data concepts to varied audiences. Ancestry describes its work approach as location flexible: employees may work from the nearest office, from home, or in a hybrid arrangement, subject to location restrictions and role requirements. The company offers a collaborative workplace, competitive compensation, bonus and equity eligibility, and comprehensive benefits including health, dental, and vision. The listed base salary range is $97,000–$122,000, with actual salary depending on location and experience.

Requirements

At least 5 years of experience in HRIS or People Systems, with deep Workday specialization across Core HCM and the full Hire-to-Retire lifecycle, including Talent, Payroll, and Leave & Absence.
Hands-on mastery of Workday functional configuration, business process design, and complex security frameworks.
Experience transforming under-optimized systems into scalable, best-practice environments.
Proficiency in advanced Excel modeling and business intelligence tools such as Power BI, with the ability to turn system data into actionable executive insights.
Experience reengineering processes and working knowledge of RPA or workflow tools such as UiPath or Alteryx.
Ability to navigate complex stakeholder relationships and translate technical system capabilities into business solutions for People Business Partners and COEs.
Experience managing Workday releases and large-scale optimizations using Agile, Scrum, or Waterfall methodologies.
Ability and interest in coaching junior analysts and enabling non-technical teams to use self-service and data literacy.
Ability to explain technical concepts to non-technical audiences through documentation and presentations.
Bachelor’s degree in Human Resources, Information Systems, or a related field.

Nice To Haves

Workday certifications are a significant plus.

Responsibilities

Act as a Workday subject matter expert across Core HCM and Hire-to-Retire processes, including Talent, Payroll, and Leave & Absence.
Own and optimize Workday configurations, business processes, integrations, and security frameworks to maintain stability, scalability, and alignment with organizational requirements.
Use Workday reporting, data extracts, and advanced Excel modeling to analyze workforce data, identify trends, and support strategic HR and business decisions.
Design and deliver analytics and dashboards using Power BI or similar business intelligence tools, communicating insights from Workday and related HR systems.
Lead continuous improvement by reengineering Workday-enabled processes and implementing workflow automation and RPA solutions to improve efficiency and data quality.
Define, track, and deliver process performance KPIs for Workday services and operational outcomes.
Lead and contribute to Workday projects and releases, including enhancements, optimizations, and large-scale transformations, using appropriate Agile, Scrum, or Waterfall methodologies.
Partner with senior HR leaders and business stakeholders to translate Workday capabilities and data insights into strategies and informed decisions.
Present Workday insights and recommendations to influence workforce planning, operational performance, and continuous improvement roadmaps.
Diagnose and resolve complex Workday system, data, and process issues through structured problem-solving and data-driven analysis.
Coach and mentor junior analysts and functional partners on Workday capabilities, reporting, and analytics, promoting self-service and system adoption.
Communicate complex Workday and people-data concepts to technical and non-technical audiences through storytelling, documentation, and presentations.