Workday HCM Sr Business Systems Analyst (Contract to Perm) at Stride, Inc. in Baton Rouge, Louisiana

Job Description:

Job Description

Over 20 years ago, Stride was founded to provide personalized learning - powered by technology. We reached students where they were in their own journeys. We knocked down their barriers to great education. And we gave every learner equal opportunity to succeed - however they defined success. Stride innovated the learning experience with online and blended learning that prepared them for their lives ahead.


Stride is a community of passionate leaders. Whether teachers, engineers, curriculum writers, or financial managers - whatever your expertise or role, we all work to empower futures through learning. And changing the trajectory of learning itself is one of our greatest missions. Join us in developing more effective ways to learn and helping learners build the skills and confidence they need to make their way forward in life.
The Workday HCM Sr Business Systems Analyst performs a wide range of activities that support the optimal use, functioning and data integrity of Workday. Residing within the Human Resources (HR) department and working closely with the IT Department, the position liaises across the HR teams to provide user support and education as well as feedback, analysis and reporting on data, workflow and system functionality for strategic business planning and decision-making.


A successful HCM Sr Business Systems Analyst will have a solid foundation experience in Workday Core HR and Recruiting modules. Firsthand, production support experience with Workday configuration, implementation, reporting, and security administration is critical to the success of this role.


This role will primarily focus on Workday Recruiting and Onboarding supporting the Talent Acquisition team, HR Business Partners, and our Financial Planning teams to support not only Talent Acquisition, but also our headcount planning reporting requirements.



Essential Functions: Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties.



Workday Recruitment and Core HCM HR Technology Production Support

• Support all enhancements as part of the production support team


• Workday, or other HR technologies, configuration experience for projects and/or production support


• Perform testing activities to ensure development/configuration work meets user requirements, such as functional testing, end-user testing, developing testing criteria to drive test script.


• Create and support ad hoc reports, metrics and dashboards


• Complete data audits to ensure the accuracy and integrity of HRIS information


• Research and resolve issues and errors related to data transfers from HRIS to other K12 systems or vendors


• Partner with the IT Department in the design and development of system interfaces to support systems interoperability


• Complete user access audits to ensure HR data is appropriately restricted


• Execute bulk employee changes via EIB

Workday Product Area Subject Matter Expert- Talent Acquisition (TA)

• Maintain expertise on new functionality/features/capabilities in Workday, wider industry, and technology trends

• Configure, test, deploy Workday business processes and make recommendations for improvement based on requirements and professional business knowledge


• Create reports, metrics, and dashboards to support the TA and Financial planning teams for position management and headcount planning


• Create training materials for HR team and end users to improve training and operational procedures to increase efficiency and productivity


• Support new systems and conduct user training in the use and features of systems and applications and other areas as needed(requirements, configurations, testing, training)

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  Supervisory Responsibilities: This position has no formal supervisory responsibilities.
  
  


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  Required Qualifications:
  


• 6+ years with Workday HCM


• 8+ years of HRIS experience specification supporting Workday Recruiting and Onboarding


• 5+ years working in/with Talent Acquisition teams supporting implementations and production support


• MS 365; Web proficiency.


• Ability to travel 10% of the time


• Ability to clear required background check


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  Certificates and Licenses: List OR None required


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  Preferred Qualifications:
  
  · Bachelor's degree in human resources, Business Administration or Computer Science preferred
  
  
  · Exceptionally collaborative - able to bring together diverse teams with a common goal and drive to projects to time and completion
  
  
  · Demonstrated effective communication skills, facilitation skills, and the ability to deal with ambiguity in an environment with competing priorities
  
  
  · Naturally organized; strong systems thinker and planner, able to translate discussion and ideas into deliverables
  
  
  · Highly results oriented - proven ability to achieve results in a collaborative manner. Demonstrable tenacity, willing to do what it takes to get the job done
  
  
  · Experience with Global HCM ERPs (Workday, Oracle)
  
  
  · Knowledge of data privacy regulations
  
  
  · Extensive HR Technology management experience
  
  
  · Experience managing complex, multi-disciplinary projects
  
  
  · Adequate experience at a senior level leading a team
  
  
  · Experience working in an Agile Development environment
  
  
  · Strong project management skills
  
  

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  Work Environment:
  


• The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
  
  
  · This position is remote and open to residents of the 50 states, D.C.
  
  


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  Compensation & Benefits:
  
  
  


• This position is remote and open to residents of the 50 states, D.C. We anticipate the hourly range to be $75.00 per hour to $150.00 per hour.
  
  

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The above job is not intended to be an all-inclusive list of duties and standards of the position. Incumbents will follow any other instructions, and perform any other related duties, as assigned by their supervisor. All employment is "at-will" as governed by the law of the state where the employee works. It is further understood that the "at-will" nature of employment is one aspect of employment that cannot be changed except in writing and signed by an authorized officer.

• Stride, Inc. is a Federal Contractor, an Equal Opportunity/Affirmative Action Employer and a Drug-Free Workplace. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, protected Veteran status age, or genetics, or any other characteristic protected by law
  
  

Job Type

Contractor



The above job is not intended to be an all-inclusive list of duties and standards of the position. Incumbents will follow any other instructions, and perform any other related duties, as assigned by their supervisor. All employment is "at-will" as governed by the law of the state where the employee works. It is further understood that the "at-will" nature of employment is one aspect of employment that cannot be changed except in writing and signed by an authorized officer.



Stride, Inc. is a Federal Contractor, an Equal Opportunity/Affirmative Action Employer and a Drug-Free Workplace. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, protected Veteran status age, or genetics, or any other characteristic protected by law.



Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities



The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)
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