Senior HRIS Analyst

Jamf

Senior HRIS Analyst optimizing Workday functionalities including payroll and benefits for Jamf. Collaborating across teams in a global tech environment for operational support and project work.

Posted 5/18/2026full-timeRemote • Minnesota • 🇺🇸 United StatesSenior💰 $85,100 - $154,420 per yearWebsite

Tech Stack

Tools & technologies

ServiceNow

About the role

Key responsibilities & impact

Makes independent configuration decisions within assigned modules; escalates changes with cross-functional system impact or material payroll/compliance risk to the HRIS Manager
Owns end-to-end administration of Workday Advanced Compensation, including merit cycles, bonus processing, and compensation plan setup; leads annual cycle readiness planning, stakeholder preparation, eligibility validation, and post-cycle auditing
Leads Workday Payroll configuration, including pay components, earnings codes, deductions, and payroll calculation rules; provides configuration-layer support for regular payroll cycles and resolves break/fix issues
Manages Workday Benefits configuration, including open enrollment, plan setup, eligibility rules, and vendor integration
Owns configuration of Workday Absence (leave plans, time-off types, accrual rules, country-specific compliance) and Talent (performance reviews, skills, talent optimization) modules, expanding scope as the team’s portfolio evolves
Manages daily support queue via ServiceNow, functioning as Tier II specialist across assigned modules; triages, investigates, and resolves break/fix issues with appropriate urgency and clear communication to end users
Identifies patterns in support ticket volume and translates recurring issues into enhancement proposals or documentation improvements
Maintains project work in Jira; owns assigned backlog, communicates status proactively, and surfaces blockers early
Analyzes existing business processes and recommends re-configuration, automation, or workflow improvements; executes configuration builds, unit testing, and regression testing for enhancements and Workday biannual releases
Documents configuration decisions, business requirements, and process changes in alignment with audit and change management standards
Builds trusted advisory relationships across HR COEs and business stakeholders; proactively engages partners, translates technical constraints into plain language and surfaces tradeoffs clearly for non-technical partners
Serves as a consultative partner to Total Rewards, Payroll Operations, and HR Business Partners — framing options, surfacing tradeoffs, and influencing design decisions rather than solely executing configuration requests
Creates user-facing guides, knowledge base articles, and training materials to support Tier 0 self-service
Participates in biannual Workday release cycles, including feature review, regression planning, and cross-functional communication; researches new functionality and assesses impact on current configurations
Contributes to HRIS team capacity planning and workload prioritization by proactively flagging bandwidth constraints, sequencing dependencies, and recommending trade-offs to leadership
Maintains data integrity through regular audits, queries, and quality checks; upholds data governance, security role assignments, and privacy standards with particular attention to payroll calculation accuracy, wage & hour compliance, and audit controls across all assigned functional areas
Serves as a technical resource and informal mentor to HRIS team members on module configuration best practices, supporting peer development and knowledge continuity.

Requirements

What you’ll need

5+ years in HR technology or HRIS roles, with at least 3 years of hands-on Workday configuration experience (Required)
Demonstrated expertise in Workday Advanced Compensation, including merit cycles, compensation plans, eligibility rules, and equity/bonus processing (Required)
Working knowledge of Workday Payroll configuration — pay components, earnings codes, deductions, and payroll calculations (Required)
Experience writing, maintaining, and supporting Workday reports and calculated fields (Required)
Proficiency managing work in a ticketing system (ServiceNow preferred) and a project tracking tool (Jira preferred)
Track record of building trust with non-technical partners through responsiveness, follow-through, and plain-language communication
Workday Benefits or Absence configuration experience, one or both (Preferred)
Experience working across multiple HCM modules in a multi-country environment
Familiarity with Workday biannual release management, including regression testing and impact assessment
Exposure to integration-adjacent work and an understanding of how payroll and benefit configurations connect to downstream integrations.

Benefits

Comp & perks

Named a 2025 Best Companies to Work For by U.S. News
Named a 2025 Newsweek America’s Greatest Workplaces for Mental Well-being
Named a 2025 Newsweek America’s Greatest Workplaces for Gen Z
Named one of Forbes Most Trusted Companies in 2024
Named a 2024 Best Companies to Work For by U.S. News
Named a 2024 Newsweek America’s Greatest Workplaces for Parents & Families
Named a 2024 PEOPLE Companies That Care by PEOPLE® and Great Place To Work®
Named a 2024 Best Technology Company to Work For by U.S. News
Volunteer time off to support and give back to communities
Empowerment to make a meaningful impact for over 75,000 global customers

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills & Tools

Workday Advanced CompensationWorkday Payroll configurationWorkday Benefits configurationWorkday Absence configurationWorkday Talent configurationWorkday reportscalculated fieldsregression testingdata integrityaudit controls

Soft Skills

communicationtrust buildingproblem-solvingstakeholder engagementconsultative partnershipmentorshipresponsivenessfollow-throughdocumentationprocess improvement