Staff HR Technology Analyst - HCM and Talent (Hybrid - Acton, MA)

Insulet Corporation•Acton, MA

2d•$107,900 - $161,825•Hybrid

About The Position

The Staff HR Technology Analyst is a key member of Insulet’s Global HR Technology team and serves as the functional owner for Workday HCM, Performance and Talent modules. The Workday Talent and Performance Management functional owner is responsible for the design, configuration, and ongoing optimization of talent and performance management processes within Workday and related HR systems. This role owns functional decision-making, ensures configuration integrity, and translates business requirements into scalable solutions that support Insulet’s talent strategy. The analyst regularly consults with business leaders, HR partners, Performance & Talent process owners, and internal customers to understand operational needs, translate them into functional requirements, and document those requirements for configuration, testing, and implementation.

Requirements

3–6 years of experience supporting Workday HCM, Talent and/or Performance modules (at least two modules required).
Deep understanding of talent and performance processes, succession planning and skills management
Experience working with Workday business processes, EIBs, configuration changes, and data validation.
Strong analytical and problem‑solving skills with the ability to troubleshoot complex workflow issues.
Ability to operate in a fast-growing environment with rapidly shifting priorities.
Experience supporting hourly or manufacturing populations preferred.

Nice To Haves

Experience supporting global, fast growing talent environments.
Familiarity with Workday integrations (RaaS, EIBs, etc).
SQL, report writing, or advanced Workday reporting skills (calculated fields, dashboards).
Experience in a high-growth, global, or manufacturing/shift-based workforce environment.

Responsibilities

Act as a trusted HR Technology partner to Performance and Talent teams, HRBPs and other HR teams.
Consult with business and functional stakeholders to understand process needs, pain points, and desired outcomes; translate these into clear, actionable Workday requirements.
Facilitate requirement‑gathering sessions, document functional requirements, and align business expectations with system capabilities.
Serve as a trusted SME for process changes, new program rollouts and ongoing optimization.
Participate in HR technology projects across all platforms and modules.
Owns end-to-end functional design for talent and performance processes within Workday and adjacent systems.
Defines solution architecture, evaluates configuration options, and ensures alignment to business requirements and global standards.
Leads implementation of new functionality and enhancements.
Partners with Talent Management and HR to evaluate current processes, identify inefficiencies, and implement improvements.
Proactively recommends enhancements aligned to business needs and future roadmap direction.
Provides ongoing operational support for talent and performance processes, ensuring system reliability and process continuity.
Troubleshoots issues, resolves defects, and maintains data integrity across Workday and connected systems.
Defines and enforces testing standards, including unit testing and UAT support.
Ensures release readiness, manages defects, and validates that system changes meet functional and technical requirements prior to deployment.
Builds and maintains reports, dashboards, and scorecards to provide actionable insights on talent and performance outcomes.
Ensures data outputs support decision-making and align with stakeholder needs.
Collaborates with HR Solution owners, and adjacent system owners to ensure alignment across Talent, Performance, Learning, and broader HCM processes.
Evaluates upstream and downstream impacts of changes to maintain system cohesion.
Partner with internal Talent teams to define, architect and implement performance review processes.
Design performance and goal setting templates with optimal user experience in mind.
Architect and implement skills management to support and inform talent processes.
Configure and support succession planning functionality.
Consult with HR teams to continuously improve core staffing processes (Hire, Onboarding, Change Job, etc).
Support mass HCM updates required for re-organizations, new country setup and acquisitions.
Partner with HR Operations to improve manager self-service experience.
Document business requirements, configuration decisions, test scenarios, and end‑user impacts in partnership with project teams and internal business owners.
Manage Workday business processes, events, configuration updates, and mass transactions related to HCM.
Support Workday twice-yearly releases: impact assessments, testing, documentation, and rollout.
Collaborate with the rest of the HRIS team on integrations (RaaS, EIB integrations, Core connectors).
Maintain accurate documentation, job aids, test scripts, and configuration design records.
Document configurations and updates via ServiceNow.