HRIS Consultant

JOB SUMMARY

The HRIS Consultant is a senior individual contributor who serves as the functional architect and implementation lead for Workday and its connected HR technology ecosystem. This role translates HR strategy and complex business needs into scalable secure and sustainable functional designs that support the organizations strategic objectives.

The primary emphasis is Workday HCM including Core HCM business processes security data structures and cross-module dependencies. The Consultant also defines functional requirements system-of-record ownership and integration dependencies involving UKG for time and attendance and Salesforce for HR service delivery. The role leads assigned enterprise HR technology implementations and coordinates implementation partners vendors internal stakeholders IT and the HRIS team.

This position has no formal people-management responsibility but serves as a senior mentor to HRIS analysts who perform day-to-day system configuration. The Consultant establishes functional design standards reviews complex configuration coaches analysts on business process design and problem-solving and may perform hands-on configuration when needed for highly complex solutions or critical delivery milestones.

ESSENTIAL RESPONSIBILITIES

• Lead assigned enterprise HR technology implementations from solution evaluation and design through configuration testing go-live and hyper care. Coordinate implementation partners vendors internal stakeholders IT and HRIS resources; manage milestones risks dependencies and decision-making; and confirm that delivered solutions meet approved business requirements.
• Serve as the functional architect for the HR technology ecosystem by defining scalable solution designs system-of-record ownership security requirements and reliable upstream and downstream data flows across Workday UKG Salesforce and other connected platforms.
• Serve as the senior functional subject matter expert for Workday HCM with responsibility for the design and ongoing evolution of Core HCM business processes security data structures and cross-module dependencies.
• Translate complex business needs into documented functional requirements solution designs configuration specifications data requirements and acceptance criteria that technical and functional teams can execute.
• Review and approve complex Workday configuration and provide hands-on support when needed for high-complexity solutions production issues or critical project milestones.
• Provide functional direction coaching and technical mentorship to HRIS analysts on configuration standards business process design security testing documentation and advanced problem-solving.
• Partner with HR Payroll IT Security Legal Compliance and business leaders to evaluate needs resolve design decisions and balance user experience operational efficiency risk and platform sustainability.
• Develop and maintain a multi-year HR technology roadmap based on business strategy platform capabilities technical debt regulatory requirements and opportunities for simplification and automation.
• Design and deliver Workday solutions with data governance privacy security and minimum-necessary access principles embedded with Workday as the authoritative source for designated employee master data.
• Lead functional readiness for Workday and connected-system releases including feature analysis impact assessment regression planning stakeholder testing deployment decisions and adoption planning.
• Define and lead the testing strategy and plan for complex cross-functional solutions ensuring traceability to requirements and a comprehensive testing approach across key phases.
• Evaluate emerging HR technologies and platform capabilities; develop business cases and recommendations based on business value feasibility risk cost and expected return on investment.
• Other duties as assigned or requested.

EDUCATION

Required

• Bachelors Degree in Human Resources Information Systems Computer Science or a related field or relevant experience and/or education as determined by the company in lieu of bachelors degree

Preferred

• None

EXPERIENCE

Required

• At least 8 years of progressive experience in HRIS HR technology or enterprise HCM systems including at least 5 years of hands-on Workday HCM experience within that period. Experience should include configuration business process design security and data structures across multiple functional areas.
• Experience leading at least one full-cycle Workday implementation or major enterprise Workday deployment from design through go-live and hyper care.
• Demonstrated experience serving as a Workday functional lead or solution architect and translating complex business requirements into functional designs and configuration specifications.
• Working knowledge of HR systems integrations data mapping data governance system-of-record concepts and upstream and downstream dependencies.
• Experience leading user acceptance testing for complex cross-functional system implementations or integrations
• Strong knowledge of payroll processes and the data controls timing accuracy and compliance considerations that affect HR technology design
• Experience mentoring coaching or providing technical direction to HRIS analysts or other functional team members
• Strong written and verbal communication skills including the ability to facilitate design decisions and communicate effectively with business leaders technical teams and external partners
• Experience working in a consulting environment or a large complex organization with demonstrated ability to translate highly complex business requirements into scalable Workday solutions beyond standard out-of-the-box functionality

Preferred

• Working knowledge of workforce management platforms preferably UKG including data structures time and attendance concepts business rules and integration dependencies with Workday and other HR systems.
• Experience configuring HR technology solutions to support complex unionized environments including multiple collective bargaining agreements union-specific eligibility rules and varying pay time or work rules.
• Experience supporting HR technology in a healthcare or similarly complex highly regulated organization
• Experience supporting mergers acquisitions or divestitures including complex HR technology integrations data conversion organizational structure changes and transition of acquired employees into Workday and connected platforms.

LICENSES or CERTIFICATIONS

Required

• None

Preferred

• Workday Pro Certifications in one or more areas such as HCM Reporting Payroll Time Tracking Absence Compensation Advanced Compensation Benefits Performance & Talent and Learning

SKILLS

• None

Language (Other than English):

None

Travel Requirement:

0% - 25%

PHYSICAL MENTAL DEMANDS and WORKING CONDITIONS

Position Type

Office-Based or Remote Position

Physical work site required

Constantly

Disclaimer: The job description has been designed to indicate the general nature and essential duties and responsibilities of work performed by employees within this job title. It may not contain a comprehensive inventory of all duties responsibilities and qualifications required of employees to do this job.

Compliance Requirement: This job adheres to the ethical and legal standards and behavioral expectations as set forth in the code of business conduct and company policies.

As a component of job responsibilities employees may have access to covered information cardholder data or other confidential customer information that must be protected at all connection with this all employees must comply with both the Health Insurance Portability Accountability Act of 1996 (HIPAA) as described in the Notice of Privacy Practices and Privacy Policies and Procedures as well as all data security guidelines established within the Companys Handbook of Privacy Policies and Practices and Information Security Policy.

Furthermore it is every employees responsibility to comply with the companys Code of Business Conduct. This includes but is not limited to adherence to applicable federal and state laws rules and regulations as well as company policies and training requirements.

Pay Range Minimum:

Pay Range Maximum:

Base pay is determined by a variety of factors including a candidates qualifications experience and expected contributions as well as internal peer equity market and business considerations. The displayed salary range does not reflect any geographic differential Highmark may apply for certain locations based upon comparative markets.

Highmark Health and its affiliates prohibit discrimination against qualified individuals based on their status as protected veterans or individuals with disabilities and prohibit discrimination against all individuals based on any category protected by applicable federal state or local law.

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