Staff Representative - HRIS Administration (Hybrid)

United Airlines•Chicago, IL

4d•$66,500 - $86,616•Hybrid

About The Position

The Staff Representative - HRIS Administration role requires a strong combination of Workday functional knowledge, HR operational discipline, data accuracy, customer service, and issue-resolution skills. The person processing Core HCM transactions must understand how worker data, supervisory organizations, positions, business processes, approvals, security, and downstream systems connect across the employee lifecycle.

Requirements

1+ year HRIS experience or relevant work experience
1+ year of Workday experience, specifically with Core HCM
Proven ability to troubleshoot system issues, identify technical and process-related problems, and effective resolutions within HRIS platforms
Experience analyzing HR data to identify trends, validate accuracy, support decision-making, and provide actionable insights to stakeholders
Demonstrated experience conducting root cause analysis to investigate system, process, and data issues
Proven ability to identify opportunities for process improvement, recommend enhancements, and support the implementation of solutions
Experience managing and maintaining large volumes of HR data with a high degree of accuracy, integrity, confidentiality, and compliance with established policies and procedures
Strong analytical and problem-solving skills
Proven ability to collaborate effectively with cross-functional stakeholders
Must be legally authorized to work in the United States for any employer without sponsorship
Successful completion of interview required to meet job qualification
Reliable, punctual attendance is a crucial function of the position

Nice To Haves

Experience with Agile methodologies and product backlog management
Experience developing epics, user stories, and functional specifications
Knowledge of system design and market analysis methodologies
Experience supporting digital products, HR technology, or enterprise system administration
Exposure to continuous improvement, data management, artificial intelligence, machine learning, accessibility, or inclusive design initiatives
Demonstrates an understanding of the capabilities and limitations of generative AI tools and effectively leverages them to support research, analysis, content creation, and problem-solving. Apply critical thinking to validate AI-generated outputs while adhering to organizational policies for responsible AI use, data privacy, and security

Responsibilities

Understands Workday navigation, search, My Tasks, worker profiles, related actions, and business process status tracking.
Knows foundational Core HCM concepts, including supervisory organizations, positions, jobs, locations, cost centers, companies, pay groups, worker types, and employee lifecycle events.
Understands how business processes route, including initiator, reviewer, approver, validation, send-back, cancel, rescind, and completion steps.
Recognizes how security roles and constrained access impact what transactions can be viewed, initiated, edited, or approved.
Understands how transaction choices can affect payroll, reporting, integrations, security, ServiceNow/Help Hub cases, downstream operational systems, and employee records.
Accurately processes Core HCM transactions such as job changes, reporting relationship changes, location changes, time type changes, temporary assignments, terminations, resignations, service date changes, worker data corrections, and other employee data updates.
Confirms required information before initiating or updating a transaction, including worker, effective date, reason code, manager, supervisory organization, job profile, title, location, cost center, time type, scheduled hours, and supporting documentation.
Applies the correct transaction type and reason code based on policy, process guidance, and business context.
Reviews current worker data before submission to avoid duplicative, conflicting, or out-of-sequence changes.
Understands how to monitor transactions awaiting action and follow up when items are delayed, returned, or pending approval.
Maintains a high level of accuracy when entering employee data and understands the importance of effective dating, sequencing, and audit trail integrity.
Identifies and resolves validation errors, missing data, inconsistent field values, and downstream-impact risks before submission whenever possible.
Documents corrections, exceptions, approvals, and manual entries clearly to support audit readiness and traceability.
Follows established governance, segregation-of-duties expectations, privacy standards, and confidential data-handling requirements.
Knows when to escalate complex issues involving payroll impacts, security access, integration failures, supervisory organization concerns, or policy interpretation.
Uses critical thinking to determine whether the requested change is appropriate, complete, and aligned to the correct process.
Performs basic root-cause analysis when transactions fail, route incorrectly, or create data discrepancies.
Compares Workday data against source documentation, case details, reports, or legacy-system information to identify gaps or mismatches.
Understands when a transaction should be corrected, canceled, rescinded, reinitiated, or escalated for functional support.
Balances speed with accuracy, especially during high-volume transaction periods, cutover activities, freeze/thaw windows, or manual catch-up processing.