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HR Technology Analyst

  • Emplacement
    • Remote
  • Type d'emploi Full time
  • Posté
  • Job Requisition JR-202621774

Description

General Motors is seeking a Senior Workday Functional Analyst with strong expertise in Workday Core HCM, Offboarding, Terminations, and Business Process configuration to support and enhance our Workday environment. This role will have a strong focus on the employee separation lifecycle, including voluntary and involuntary terminations, offboarding activities, rescinds and corrections, security access, notifications, and downstream impacts to HR and Payroll processes.

The ideal candidate will have hands-on experience configuring and supporting Workday Termination and Offboarding Business Processes, troubleshooting complex separation scenarios, and partnering with HR, Payroll, Benefits, Security, and IT teams to ensure employee exits are processed accurately, securely, and efficiently.

Key Responsibilities

  • Configure, maintain, and enhance Workday Core HCM, with a strong focus on Termination, Offboarding, End Employment, and employee separation processes.
  • Configure and support the Termination Business Process, including initiation, routing, approvals, condition rules, validations, notifications, To Dos, integrations, and Business Process Security Policies.
  • Configure and maintain Workday Offboarding processes and journeys, including tasks assigned to employees, managers, HR, Payroll, IT, Security, and other applicable stakeholders.
  • Support voluntary and involuntary termination scenarios, ensuring appropriate routing and processing based on termination reason, worker type, organization, location, and other business requirements.
  • Troubleshoot complex termination and offboarding issues, including incorrect effective dates, termination dates, last day of work, pay-through dates, reason codes, eligibility rules, and incomplete or incorrectly routed tasks.
  • Support rescinding, correcting, and reprocessing termination events while evaluating the impact on employee data and downstream processes.
  • Analyze the downstream impact of termination transactions on Payroll, Benefits, Compensation, Time Tracking, Absence, Security, Recruiting, and integrations.
  • Partner with Payroll and Benefits teams to ensure termination events appropriately trigger or support final pay, benefit termination, time-off processing, and other separation-related activities.
  • Partner with Security and IT teams to support appropriate system access removal, account deactivation, equipment return, and other access-related offboarding activities.
  • Configure and maintain termination-related notifications, alerts, questionnaires, documents, To Dos, and approval steps.
  • Maintain and enhance termination reasons, sub-reasons, eligibility rules, validation rules, and condition rules supporting different employee populations and separation scenarios.
  • Support employee lifecycle transactions associated with offboarding, including End Contingent Worker Contract and other worker separation events, where applicable.
  • Review and troubleshoot stuck, incomplete, cancelled, rescinded, or incorrectly routed termination and offboarding Business Processes.
  • Develop and utilize Workday reports and calculated fields to monitor upcoming and completed terminations, outstanding offboarding activities, process exceptions, and data quality.
  • Perform testing for termination and offboarding enhancements, including unit testing, regression testing, negative testing, and end-to-end employee separation scenarios.
  • Support Workday production issues and serve as a Tier escalation contact for complex Core HCM, Termination, and Offboarding issues.
  • Review automatically available functionality delivered through Workday R1/R2 releases, assess impacts to termination and offboarding processes, and support regression testing.
  • Review and disposition setup-required functionality delivered through Workday releases and coordinate configuration changes where appropriate.
  • Partner with HR, Payroll, Benefits, Security, IT, and other stakeholders to gather requirements and implement scalable improvements to employee separation processes.
  • Build and maintain strong relationships with HR leaders, IT professionals, functional teams, and end users.

Qualifications

  • 4+ years of Workday functional experience, preferably supporting Workday Core HCM in a large enterprise environment.
  • Strong hands-on experience configuring and supporting Workday Termination and Offboarding Business Processes.
  • Demonstrated experience supporting voluntary and involuntary terminations and complex employee separation scenarios.
  • Strong knowledge of Workday Core HCM and the Workday Business Process Framework.
  • Experience configuring BP routing, approvals, condition rules, validations, notifications, To Dos, questionnaires, and Business Process Security Policies.
  • Experience troubleshooting termination effective dates, reason codes, rescinds, corrections, and downstream process impacts.
  • Understanding of termination dependencies across Payroll, Benefits, Absence, Time Tracking, Compensation, Security, and integrations.
  • Experience with Workday reporting and calculated fields used to monitor termination and offboarding activity.
  • Ability to troubleshoot complex Business Process, configuration, security, and employee data issues.
  • Strong understanding of HR employee lifecycle and separation processes and associated best practices.
  • Strong written and verbal communication, analytical, documentation, and stakeholder management skills.
  • Familiarity with Workday configuration deployment tools, including Tenant Compare, Configuration Change Tracker/Extracts, and Object Transporter (OX).

Preferred Experience

  • Experience with termination-related EIBs, mass data processing, reporting, and data validation.
  • Experience troubleshooting termination impacts on final payroll, benefits eligibility, time off, security access, and downstream integrations.
  • Exposure to Payroll, Benefits, Absence, Time Tracking, Compensation, Recruiting, and Workday Security.
  • Experience working in Agile or large enterprise HRIS environments.
  • Workday certification in Core HCM and/or other relevant Workday modules.

GM does not provide immigration-related sponsorship for this role. Do not apply for this role if you will need GM immigration sponsorship now or in the future. This includes direct company sponsorship, entry of GM as the immigration employer of record on a government form, and any work authorization requiring a written submission or other immigration support from the company (e.g., H1-B, OPT, STEM OPT, CPT, TN, J-1, etc.)

Ce poste est basé à distance, mais si le candidat sélectionné habite à une distance donnée d'un centre GM, il devra se rendre sur place trois fois par semaine {ou à une autre fréquence exigée par son responsable}.

Ce poste ne donne pas droit à des indemnités de déménagement. Les éventuels frais de déménagement seront à la charge du candidat retenu. 

Renseignements sur la diversité

General Motors est résolue à être un lieu de travail qui est non seulement exempt de discrimination illégale, mais aussi un endroit qui favorise véritablement l'inclusion et l'appartenance. Nous sommes convaincus que la diversité de la main-d'œuvre permet de créer un environnement dans lequel nos employés peuvent s'épanouir et développer de meilleurs produits pour nos clients. Nous encourageons les candidats intéressés à consulter les principales responsabilités et compétences requises pour chaque rôle et à postuler à tout poste qui leur correspond. Dans le cadre du processus de recrutement, les candidats peuvent devoir, le cas échéant, réussir une évaluation liée au poste ou une présélection d'emploi avant d'être embauchés.  Pour en savoir plus, consultez notre processus de recrutement.

Déclaration concernant l'égalité d'accès à l'emploi (É.-U.)

General Motors est fière d'être un employeur souscrivant au principe de l'égalité d'accès à l'emploi.  Tous les candidats qualifiés seront pris en compte, sans égard à la race, à la couleur, à la religion, au sexe, à l'orientation sexuelle, à l'identité de genre, à l'origine ethnique, aux situations de handicap ou au statut protégé d'ancien combattant. 

Aménagements (É.-U. et Canada)

General Motors offre des occasions à tous les chercheurs d'emploi, y compris les personnes handicapées. Si vous avez besoin d'un accommodement raisonnable pour vous aider dans votre recherche d'emploi ou la soumission de votre candidature, envoyez-nous un courriel à l'adresse [email protected] ou appelez-nous au 800 865-7580. Veuillez inclure dans votre courriel une description spécifique du type d'accommodement demandé, ainsi que le titre d'emploi et le numéro de demande du poste auquel vous postulez.