Sr. Workday Compensation Analyst

Lennar•Waterford, FL

1d•Hybrid

About The Position

Lennar is seeking a Senior Workday Analyst to own the configuration and operation of Workday Compensation and Advanced Compensation, serving as the technical counterpart to Total Rewards. Compensation is unforgiving — eligibility rules, plan assignments, and calculation logic must be right the first time. This role is for someone who has personally configured and run annual compensation cycles end to end, not only supported them.

Requirements

Bachelor's degree in HR, Business, Finance, Information Systems, or a related field, or equivalent professional experience.
Six or more years of HRIS experience, including at least four years of hands-on Workday configuration.
Demonstrated configuration ownership of Workday Compensation and Advanced Compensation — packages, grades, ranges, plans, and eligibility rules.
Experience configuring and running at least two full annual compensation cycles (merit and bonus) in Workday, through activation.
Strong Workday advanced reporting, calculated fields, and EIB skills.
Solid grasp of compensation concepts: salary structures, market pricing, proration, targets and guidelines, incentive mechanics, and equity administration.
Analytical rigor to reconcile large data sets and independently validate results, with absolute discretion handling confidential data.

Nice To Haves

Workday Pro certification in Compensation, Advanced Compensation, HCM Core, or Reporting.
Large multi-brand or multi-entity enterprise experience (5,000+ employees) spanning salaried, hourly, and commissioned populations.
Workday Payroll experience and compensation-to-payroll downstream validation.
Experience supporting pay equity analysis or multi-state pay transparency requirements.
Homebuilding, construction, real estate, or financial services experience.

Responsibilities

Serve as the primary configurator and SME for Workday Compensation and Advanced Compensation.
Design, configure, test, and maintain compensation packages, grades, grade profiles, ranges, plans (salary, hourly, allowance, bonus, merit, stock), and eligibility rules.
Maintain compensation review processes, statements, scorecards, and worksheet configuration, including compensation basis and calculated fields.
Keep grades, ranges, and eligibility aligned to job profiles and job levels in partnership with the Job Architecture analyst.
Configure compensation business processes, approval routing, and condition rules consistent with delegation of authority.
Support market and structure updates, including annual range adjustments and geographic differentials.
Own technical delivery of the annual cycle: build the compensation review event, validate eligibility, load budget pools, launch, and support managers and HR through review.
Develop and execute the cycle test plan, validating eligibility, proration, targets, guidelines, and statement accuracy prior to launch.
Coordinate the cycle calendar with Total Rewards, HR Operations, and Payroll, including cutoffs, freeze windows, and activation milestones.
Manage post-cycle activation, statement release, payroll integration validation, and audit reporting.
Support off-cycle activity — promotions, market adjustments, one-time payments, bonus payouts, and equity refresh.
Run a retrospective after each cycle and drive the resulting improvements.
Build advanced custom reports, calculated fields, matrix reports, and dashboards for compensation analysis, cycle monitoring, and pay equity review.
Maintain audit reports that surface out-of-range salaries, missing plan assignments, and ineligible participants.
Prepare and execute EIB and mass-change compensation loads with validation and reconciliation controls.
Assess and regression test Workday releases for compensation impacts; validate compensation-related integrations to payroll and downstream systems.
Provide tier-two and tier-three support to Total Rewards, HR Operations, and Payroll; maintain configuration documentation and cycle runbooks.