Workday Reporting Sr Associate

📋 Description

• • Own the end-to-end lifecycle of Workday HCM reporting at RSM, the leading provider of professional services to the middle market. You will design, build, test, and optimize Workday HCM reports and dashboards that directly influence strategic talent decisions for 15,000+ professionals across 80+ offices.
• • Translate complex functional requirements and change requests into precise technical specifications, ensuring every report aligns with HR, Compensation, Payroll, Benefits, and Recruiting objectives. Your specifications will serve as the blueprint for scalable, secure, and high-performance analytics.
• • Create advanced reports using Report Writer, Calculated Fields, Matrix, Trending, and Composite types, then embed them in dashboards and worksheets that surface real-time insights to senior leadership and line managers. You will consolidate data from multiple sources to deliver a single source of truth.
• • Prepare and automate recurring HR metrics—EEO-1, Affirmative Action Plan, benefits census, headcount, turnover, diversity analytics, and compensation benchmarking—delivering them on schedule or on demand with executive-ready visualizations.
• • Continuously review and refactor existing reports and calculated fields to boost execution speed and reduce system load, documenting every optimization so future analysts can maintain peak performance.
• • Provide tier-2 troubleshooting and root-cause analysis for report failures, partnering with the Workday Security team to uphold data-privacy standards and role-based access controls across all talent systems.
• • Serve as the reporting subject-matter expert within the global Workday functional team, mentoring junior analysts and conducting hands-on training sessions that elevate the entire organization’s self-service analytics capability.
• • Lead impact assessments for Workday’s biannual releases, identifying changes to the data model, updating reports, and creating test populations to ensure zero disruption to critical HR processes.
• • Govern the HCM reporting catalog by enforcing naming conventions, version control, and change-management protocols; participate in formal report-review boards to certify accuracy, security, and business value.
• • Partner with HR Centers of Excellence (Recruiting, Compensation, Benefits, Payroll) to identify emerging data needs, prototype new KPIs, and deliver ad-hoc analytics that accelerate decision-making during peak cycles such as year-end compensation, open enrollment, and campus recruiting.
• • Maintain deep proficiency in Workday HCM plus adjacent talent systems; stay ahead of new reporting and analytics features—Prism Analytics, BIRT, Discovery Boards—and evangelize best practices across the firm.
• • Contribute to broader HR data initiatives beyond Workday, including SQL-based extracts, Power BI semantic models, and Excel-based scenario planning tools, ensuring seamless integration with enterprise data governance standards.
• • Champion a culture of curiosity and continuous improvement; present findings and recommendations to senior leadership in concise, story-driven formats that drive action and measurable business outcomes.