Workday HR Data Lead

GE Aerospace

22h•$117,000 - $165,000•Remote

About The Position

The Workday HR Data Lead is accountable for the governance, quality, structure, and integrity of foundational HR data in Workday and connected systems. This role serves as the functional authority for HR data standards and foundational design, ensuring data is accurate, consistent, secure, and scalable to support business operations, reporting, compliance, and strategic decision-making. The HR Data Lead improves Safety, Quality, Delivery, and Cost by reducing data defects, enabling controlled and timely organization updates, strengthening data controls, and improving the reliability and usability of HR data at scale.

Requirements

Bachelor’s degree in Information Systems, Data Management, or related field (or equivalent experience)
Minimum of 5 years in HRIS / HR Data Governance with demonstrated ownership of standards, controls, and quality
Deep Workday experience in foundational domains (supervisory orgs, positions/jobs, cost centers, locations, companies/legal entities) and core HCM processes (staffing, compensation, security)
Experience defining data models/standards and executing complex org changes using controlled deployment practices
Strong skills in data quality management and root cause; proficiency with Workday reporting, EIBs, audits/validations

Nice To Haves

Workday certifications (HCM, Reporting, Security)
Experience supporting global reorganizations, M&A, or divestitures
Working knowledge of AI enablement needs (e.g., consistent hierarchies, clean reference data, strong metadata/definitions)
Ability to influence without authority; strong facilitation and stakeholder communication (translating data impacts to business impacts)
Integration awareness (Workday Studio/EIB/APIs) and downstream systems (Payroll, Finance/ERP, Identity)
Familiarity with privacy, retention, and audit control expectations impacting HR data
Lean/Six Sigma experience delivering measurable improvements (cycle time reduction, defect reduction)

Responsibilities

Supports foundational domain design principles; ensures changes align to security, reporting impacts, data lineage, HR data retention and enterprise scalability.
Maintains standards for companies/legal entities, supervisory orgs, cost centers, positions, locations, etc.; defines required approvals and documentation; enforces consistent usage.
Establishes standards for restructures, new orgs, entity changes, and mass loads with test/validation steps; minimizes disruption; publishes change notices and effective-date readiness.
Adheres to KPIs (defects, rework, cycle time, audit findings); runs root-cause analysis and implements corrective/preventive actions; reduces repeat issues.
Operates a clear intake/triage mechanism; aligns priorities with HR/Finance/IT; sets expectations and communicates status; facilitates stakeholder decisions when tradeoffs exist.
Partners with HR analytics to ensure foundational structures support headcount, span/ratio, cost, and regulatory reporting; improves definitions and consistency for reporting consumers.
Partnering with Security admin to review and approve new access requests to ensure they align with security policies and conduct periodic reviews to ensures that only authorized individuals have access to company and employee HR.

Benefits

medical, dental, vision, and prescription drug coverage
access to a Health Coach from GE Aerospace
Employee Assistance Program, which provides 24/7 confidential assessment, counseling and referral services
GE Aerospace Retirement Savings Plan, a 401(k) savings plan with company matching contributions and company retirement contributions
access to Fidelity resources and planning consultants
tuition assistance
adoption assistance
paid parental leave
disability insurance
life insurance
paid time-off for vacation or illness