Staff HRIS Analyst, People Technology - Workday

GitLab

5h•Remote

About The Position

As a Staff Human Resources Information Systems Analyst, People Technology - Workday, you won't just manage our people systems—you'll own them. You'll drive how our people technology evolves, partner deeply with stakeholders to solve root problems, and build scalable solutions that reduce friction and improve reliability, usability, and insight across the People technology landscape. This is a strong fit if you think like a product owner, refuse to accept requests at face value, and can move with speed and precision within public company compliance requirements, including SOX ITGCs. In this role, you'll lead complex Workday initiatives, champion annual People programs and system releases, and raise the bar for what great looks like across our people technology landscape. Your impact will compound—stronger system governance, smarter integrations and reporting, and a people technology environment that scales without friction.

Requirements

Deep, hands-on Workday expertise across HCM, compensation, benefits, time tracking, talent, performance, and security—with a track record of driving outcomes, not just managing configurations.
Bring an AI-forward approach to people technology — actively experimenting with and applying AI tools to automate workflows, accelerate analysis, and eliminate manual work, while helping the team build the literacy to do the same.
Experience building and scaling people technology in a public company environment with working knowledge of SOX ITGC requirements.
Ability to approach people systems with a product ownership mindset, including defining problems, evaluating tradeoffs, and owning outcomes.
Strong integration experience, including Enterprise Interface Builder (EIB) and related Workday ecosystem tools, with the instinct to build solutions that are scalable, not just functional.
Strong communication skills, with the ability to turn complex system logic into clear requirements, decisions, and stakeholder updates.
Sound judgment in assessing business impact, downstream effects, and change management implications when designing system changes.
Consulting instincts and presence: you've led design discussions, navigated ambiguity, and earned trust as the person stakeholders come to when they need a true thought partner, not just a ticket taker.
Intellectual curiosity and a bias for action—you don't wait to be told what to fix; you find it, frame it, and drive it forward.

Responsibilities

Own the HRIS product roadmap—proactively identifying gaps, championing improvements, and driving system evolution that reduces friction and enables scale across People operations.
Push past surface-level requests to diagnose root needs, challenge assumptions, and co-design solutions that are durable, efficient, and built to last.
Lead Workday configuration, release readiness, and testing for annual People programs and system updates to support on-time launches and smoother releases.
Build and govern integrations across the People technology ecosystem, including troubleshooting issues and improving system reliability and uptime.
Define and enforce security and access governance practices across People systems—navigating SOX ITGC requirements with fluency, keeping innovation moving rather than stalled.
Create reports, dashboards, and analyses that help stakeholders make faster, more informed decisions with clearer and more reliable people data.
Drive mass data changes, policy rollouts, and system updates with careful testing and strong attention to detail to keep data changes accurate and on schedule.
Elevate system capability across the organization—enabling users and building toward a self-sufficient workforce that gets the most from the tools available to them.