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Execute database queries in Workday HR, Workday Finance and Workday Student to retrieve up-to-date information and maintain accurate records. This position must be able to use several sophisticated management systems, including Workday HRIS, Workday Finance, and Workday student systems on an almost daily basis to manage program operations, curriculum, student advising, student events, faculty/department events, programs, student employees, program communications, budgets, and facilities/infrastructure.
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This combination of certifications, experience, and domain knowledge positions the individual as a valuable asset in implementing, optimizing, and supporting Workday Core HCM modules for global organizations, driving business success through effective HR technology solutions.
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Responsible for HR analytics and reporting for client group including accuracy and data integrity in HCM system (Workday). This Manager will report to the VP, Human Resources and will have responsibility for a portion of one HR Coordinator and one HR Specialist.
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10 years of progressive leadership experience in the HR Operations and HRIS space, including 3 years experience in a complex Workday environment. The VP of People Operations and Analytics will be a member of the senior People leadership team and will provide strategic and day-to-day leadership on all global HR processes and people organization operations, including shared services, people analytics and policy maintenance and execution.
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Experience with SQL, Tableau, Workday, and other HR Technology and reporting analytic tools. Develop a roadmap for the HR technology and analytics functions and craft a strategy in partnership with the IT Tech Ops teams that supports a great candidate, employee, and manager experience with world class technology solutions.
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The Workday HRIS Sr. Manager position will mentor others on the HR Operations/HRIS team and will have a customer service mentality to meet the needs of the various lines of business. Maintaining awareness of current trends in HR technology and HR regulations while monitoring the Workday Roadmap.
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Job Title: Workday Integration Engineer. Hands-on Experience in Workday Integration, Workday Studio and XSLT. Skill : Workday Integration Cloud and Cloud Connect. We serve the contract staffing, direct hire, staff augmentation, recruitment, HR management, and project outsourcing needs of clients nationwide.
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Job Title: HRIS Workday Analyst Location: San Francisco, CA (Remote) Pay rate- $50/hr. on W2 Duration: 3 Months About the Role The HRIS Workday Reporting Analyst, plays a critical role in creating and maintaining custom and ad-hoc reports as well as dashboards needed by our customers.
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Manage integrity and accuracy of Workday, while serving as HCMS expert in support of HR business processes and data integrations. Workday HRIS/Payroll Administrator page is loaded.
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Continuously improve and evolve Workday (and other HR systems as appropriate), ensuring that initiatives meet required data integrity, security, and operational precision. Drive cross functional collaboration with HR leadership, business leaders, and IT professionals to align the Workday platform to realize McKinstry's People Strategy.
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Together, we are Talent, Total Rewards, IDEA, HR Tech, People Analytics, People Operations, People Services, Council, and Employee Relations. forms of data-based insights using multiple tools including Workday, Gem, Visier, Looker, Excel and Sheets.
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Join the TikTok HR team as an HR Business Partner working with our Trust & Safety Operations teams. Proficiency in MS Suite, HRIS, Workday, and other technology platform tools. 1+ years as an HR Business Partner.
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Reporting to the Manager, Payroll Technology - Workday, as the HR Tech Workday Analyst, Absence & Payroll , you will be a vital member of our HR Technology team, responsible for configuring and optimizing Workday's capabilities.
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The successful candidate will be responsible for building and managing a robust data pipeline using Workday and Snowflake, forecasting future workforce needs, and automating data processes to improve efficiency and decision-making within the HR function.
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We are a leading global business based in Norwood, MA, seeking a talented HRIS Manager, who specialized in Workday, to join our dynamic HR team. Oversee and direct integrations between Workday and other HR software.
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FEATURED BLOG POSTS
Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).