Position: Process Analyst
Experience: 4-5 years
Job Location Remote
Shift Time: US shift timings needs to be flexible.
Notice Period: Immediate
Skills Required: Workday HRIS L1
No of position required : 2
Job Description
- Assisting the HRIS users with workday functionality on different modules like Core HR, Compensation, Talent, Recruiting and Learning.
- Assisting in any transaction corrections involving all the business process from Hire to Terminations and updates to worker profiles.
- Responsible in data loads to workday system through EIB.
- Responsible in building reports as per the request from stakeholders.
- Respond to user inquiries promptly and professionally, ensuring a high level of customer satisfaction.
- Mentor and guide team members, providing expertise and knowledge transfer.
- Provide expert-level support to HR users, troubleshooting system issues, and guiding users on best practices for utilizing Workday functionality.
- Preparing or updating the SOP document on the performed task.
- Participate in testing efforts for Workday releases, patches, and new feature deployments.
- Maintain accurate records of user interactions, issues reported, and resolutions provided through Ticket tracking system like Service Now.
- Collaborate closely with HR stakeholders and IT teams to ensure the efficient operation of Workday modules and the integrity of HR data.
Requirements:
- 3 to 5 years of experience in a customer support role with Workday HRIS system.
- Familiarity with HR processes and understanding of HRIS functionality in Workday.
- Strong customer service skills with the ability to communicate with Stakeholders effectively.
- Ability to work independently and collaboratively in a team-oriented environment.
- Excellent problem-solving and analytical skills.
Qualifications: Bachelor's degree in Computer Science, Information Technology, or a related field.
Skills:
- Extensive experience with Workday HCM System
- Thorough understanding of HR processes.
- Excellent communication and collaboration skills.
