Senior HRIS Analyst

The Senior HRIS Analyst is a technical systems expert, process owner, and collaborative partner responsible for helping the organization maximize the value of the Workday platform. This role carries primary ownership of Advanced Compensation, Payroll, and Benefits modules and contributes meaningfully across additional HCM modules.

The Sr. HRIS Analyst manages a workload spanning daily operational support, enhancement requests, and strategic project work, and is expected to exercise independent judgment, communicate proactively, and build strong relationships across HR and business stakeholder communities.

This role sits within an HR Transformation function actively modernizing service delivery, automation, and platform strategy across a 2,600-employee global technology company. You’ll own high-visibility configuration work where your technical depth, stakeholder instincts, and independent judgment all matter.

• →Makes independent configuration decisions within assigned modules; escalates changes with cross-functional system impact or material payroll/compliance risk to the HRIS Manager
• →Owns end-to-end administration of Workday Advanced Compensation, including merit cycles, bonus processing, and compensation plan setup; leads annual cycle readiness planning, stakeholder preparation, eligibility validation, and post-cycle auditing
• →Leads Workday Payroll configuration, including pay components, earnings codes, deductions, and payroll calculation rules; provides configuration-layer support for regular payroll cycles and resolves break/fix issues
• →Manages Workday Benefits configuration, including open enrollment, plan setup, eligibility rules, and vendor integration
• →Owns configuration of Workday Absence (leave plans, time-off types, accrual rules, country-specific compliance) and Talent (performance reviews, skills, talent optimization) modules, expanding scope as the team’s portfolio evolves
• →Manages daily support queue via ServiceNow, functioning as Tier II specialist across assigned modules; triages, investigates, and resolves break/fix issues with appropriate urgency and clear communication to end users
• →Identifies patterns in support ticket volume and translates recurring issues into enhancement proposals or documentation improvements
• →Maintains project work in Jira; owns assigned backlog, communicates status proactively, and surfaces blockers early
• →Analyzes existing business processes and recommends re-configuration, automation, or workflow improvements; executes configuration builds, unit testing, and regression testing for enhancements and Workday biannual releases
• →Documents configuration decisions, business requirements, and process changes in alignment with audit and change management standards
• →Builds trusted advisory relationships across HR COEs and business stakeholders; proactively engages partners, translates technical constraints into plain language and surfaces tradeoffs clearly for non-technical partners
• →Serves as a consultative partner to Total Rewards, Payroll Operations, and HR Business Partners — framing options, surfacing tradeoffs, and influencing design decisions rather than solely executing configuration requests
• →Creates user-facing guides, knowledge base articles, and training materials to support Tier 0 self-service
• →Participates in biannual Workday release cycles, including feature review, regression planning, and cross-functional communication; researches new functionality and assesses impact on current configurations
• →Contributes to HRIS team capacity planning and workload prioritization by proactively flagging bandwidth constraints, sequencing dependencies, and recommending trade-offs to leadership
• →Maintains data integrity through regular audits, queries, and quality checks; upholds data governance, security role assignments, and privacy standards with particular attention to payroll calculation accuracy, wage & hour compliance, and audit controls across all assigned functional areas
• →Serves as a technical resource and informal mentor to HRIS team members on module configuration best practices, supporting peer development and knowledge continuity

• 5+ years in HR technology or HRIS roles, with at least 3 years of hands-on Workday configuration experience (Required)
• Demonstrated expertise in Workday Advanced Compensation, including merit cycles, compensation plans, eligibility rules, and equity/bonus processing (Required)
• Working knowledge of Workday Payroll configuration — pay components, earnings codes, deductions, and payroll calculations (Required)
• Experience writing, maintaining, and supporting Workday reports and calculated fields (Required)
• Proficiency managing work in a ticketing system (ServiceNow preferred) and a project tracking tool (Jira preferred)
• Track record of building trust with non-technical partners through responsiveness, follow-through, and plain-language communication
• Workday Benefits or Absence configuration experience, one or both (Preferred)
• Experience working across multiple HCM modules in a multi-country environment
• Familiarity with Workday biannual release management, including regression testing and impact assessment
• Exposure to integration-adjacent work and an understanding of how payroll and benefit configurations connect to downstream integrations

EDUCATION AND CERTIFICATIONS

• Bachelor’s degree in Human Resources, Business, Information Systems, or a related field required; a combination of relevant experience and education may be considered
• Workday certifications in relevant modules preferred; demonstrated hands-on configuration skill will be weighted heavily in evaluation

• Named a 2025 Best Companies to Work For by U.S. News
• Named a 2025 Newsweek America’s Greatest Workplaces for Mental Well-being
• Named a 2025 Newsweek America’s Greatest Workplaces for Gen Z
• Named one of Forbes Most Trusted Companies in 2024
• Named a 2024 Best Companies to Work For by U.S. News
• Named a 2024 Newsweek America’s Greatest Workplaces for Parents & Families
• Named a 2024 PEOPLE Companies That Care by PEOPLE® and Great Place To Work®
• Named a 2024 Best Technology Company to Work For by U.S. News
• We know that big ideas can come from anyone, so we empower everyone to make an impact. Our 90% employee retention rate agrees!
• You will have the opportunity to make a real and meaningful impact for more than 75,000 global customers with the best Apple device management solution in the world.
• Our volunteer time off allows employees to support and give back to our communities.
• We encourage you to simply be you. We constantly seek and value different perspectives to ensure Jamf is a place where everyone feels comfortable and can be successful.

At Jamf, base pay is one part of our total compensation package and is set within a defined range. These ranges can vary based on hiring location. Where an individual's pay falls within that range depends on several factors, including role scope, location, budget, skills, experience, and qualifications. This approach helps ensure fair, competitive pay and provides room to grow as you develop in your role.

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