ANALYST III - HRIS

• Configuration & Maintenance: Configure and maintain three or more Workday HCM modules, manage security roles, and execute the HRIS roadmap including design, testing, deployment, and ongoing monitoring.
• Reporting & Analytics: Build, maintain, and validate reports and dashboards ensuring compliance with reporting standards and controls.
• Support & Troubleshooting: Troubleshoot and resolve complex system issues escalated from L1 support or submitted by HR/business leaders.
• Continuous Improvement: Provide subject matter expertise in Workday functionality, drive best practices, support system upgrades, regression testing, and implementation of new features.

• HR processes and compliance (FLSA, EEOC, GDPR, data privacy)
• Reporting tools and analytics (Workday Report Writer, Calculated Fields)
• System integration concepts (APIs, EIBs, security roles)
• Testing methodologies (unit, regression, UAT)
• Change management principles and HR technology trends

• Translate business requirements into technical configurations
• Analyze complex data and produce actionable insights
• Manage multiple projects and meet deadlines
• Communicate technical concepts clearly to non-technical stakeholders
• Troubleshoot and resolve issues independently
• Collaborate across HR, IT, and business teams
• Adapt to evolving technology and business needs

• Advanced knowledge of Workday configuration and customization
• Strong data analysis and reporting/dashboard development skills
• Excellent problem-solving skills and ability to translate business needs into system solutions
• Strong communication skills with experience engaging senior stakeholders
• 4-7 years of HRIS, systems analysis, or HR technology experience
• 2-4 years of direct Workday experience
• Workday Pro certifications required

• Ability to work in a fast-paced environment and manage multiple priorities.
• This position is remote. Some travel to properties or corporate offices will be required.

EMPLOYMENT PREFERENCE:

The Tribal Council gives preference in all its employment practices to Native Americans. First preference in hiring, training, promoting and in all other aspects of employment is given to members of the Seminole Tribe who meet the job requirements. Second preference is given to other members of federally recognized Native American Tribes who meet the job requirements.

As an equal opportunity employer. We strive to foster an inclusive workplace culture for every team member. SHRSS welcomes and encourages applications from people with disabilities. Consistent with the Americans with Disabilities Act (ADA), it is the policy of SHRSS to provide reasonable accommodation when requested by a qualified applicant or employee with a disability, unless such accommodation would cause an undue hardship. The policy regarding requests for reasonable accommodation applies to all aspects of employment, including the application process. If reasonable accommodation is needed, please contact a member of our Human Resources team.

Disclaimer

While this is intended to be an accurate reflection of the current job, management reserves the right to revise the current job or to require that other or different tasks be performed when circumstances change, (e.g. emergencies, changes in personnel, workload, rush jobs or technical developments).