Sr Business Systems Analyst, Workday System Administrator

Job Summary: Sr Business Systems Analyst, Workday System Administrator

Job Summary:

We are seeking an experienced and privacy-aware Sr Business Systems Analyst, Workday System Administrator to serve as a technical leader for our Workday platform across HCM and Payroll modules. This role combines deep functional expertise, project management, business systems analysis, and technical configuration leadership, while maintaining strict separation of duties from HR and Payroll data access.  This role enables complex system configuration, integration support, and Workday lifecycle management while maintaining strict data privacy and role-based access boundaries that prevent exposure to employee and payroll data.

The ideal candidate will drive Workday enhancement initiatives, coordinate cross-functional stakeholders, and ensure system reliability and compliance, without handling or viewing sensitive employee or payroll data.

Key Responsibilities:

• Serve as the IT-side functional and technical Workday expert for Payroll and HCM modules, supporting configuration, troubleshooting, and integration workflows without accessing personnel or payroll data content.

• Administer and maintain Workday HCM and Payroll modules, focusing on technical configuration, system performance, and infrastructure support.

• Lead and implement system enhancements, feature releases, and tenant migrations in coordination with HRIS and Payroll stakeholders.

• Manage and maintain Workday system configurations, security frameworks, business object visibility rules, and integration endpoints.

• Design, implement, and monitor integrations with internal systems (e.g., Finance, Identity Management, Benefits, Time Tracking) and external vendors (e.g., payroll processors, tax authorities).

• Participate in Workday release testing and tenant moves, ensuring Payroll and HCM functionality works technically as expected—while HR/Payroll test functional and data-specific outcomes.

• Develop and enforce Workday security policies, enabling least-privilege access across IT, HR, and Payroll teams; assist in audits and data protection compliance reporting.

• Maintain high-quality documentation for configurations, integrations, access controls, and system design for audit, support, and continuity purposes.

• Lead and manage Workday enhancement projects from initiation through deployment, including scoping, scheduling, stakeholder coordination, risk management, and change control.

• Maintain detailed project documentation, manage project timelines, and communicate effectively across IT, HR, and Payroll teams.

• Gather technical requirements from HRIS and Payroll teams, analyze business needs, and design privacy-respecting system solutions.

• Design, implement, and support Workday integrations (EIBs, Core Connectors, Workday Studio, APIs) with third-party systems while ensuring data segregation from PII or payroll details.

• Provide tier-2/3 production support for system-related issues, triaging problems, identifying root causes, and coordinating resolutions.

• Maintain accurate and auditable technical documentation for all Workday configurations, enhancements, and deployments.

• Implement and enforce strict access controls to prevent exposure to sensitive personnel or payroll data.

• Collaborate with IT Security, Compliance, and Internal Audit to ensure data protection and regulatory alignment (e.g., HIPAA, SOX, GDPR).

Separation of Duties – Scope Definition:

This role includes:

• Deep platform expertise in Workday Payroll and HCM modules from a technical perspective (e.g., processes, configurations, dependencies).

• Responsibility for managing and securing the technical infrastructure, security rules, and interfaces of the Workday platform

• Development and deployment of secure, auditable, and privacy-aware integrations.

This role explicitly excludes:

• Direct access to or visibility of sensitive employee information, including:

  • Personally identifiable information (PII)

  • Compensation, benefits, garnishments, and tax data

  • Individual performance or employment history

• Ownership or modification of functional configuration parameters that involve sensitive data or business logic (e.g., compensation plans, payroll calendars, tax setups). 

• Sensitive data tasks are fully owned and managed by the HRIS an