HRIS Analyst

Job Title: Workday HRIS Analyst

Job Description

The Workday HRIS Analyst plays a key role on the HR project implementation team for a new, enterprise-wide Human Resource Information System, with a primary focus on Workday. This role supports the full HRIS implementation lifecycle, including core HR, absence, benefits, recruitment, and payroll, by driving process documentation, data accuracy, testing, and change readiness. The analyst facilitates workflow discussions, refines HRIS requirements, supports system testing and training, and ensures that HR technology and processes are aligned, efficient, and well-documented. This position offers the opportunity to focus on a high-impact project, contribute to continuous improvement, and leave a lasting legacy on HR processes and systems.

Responsibilities

• Facilitate discussions with HR team members to review and refine HR workflows based on program planning and design, with the goal of maximizing efficiencies, reducing wasted time and effort, and aligning work across various HR processes.
• Coordinate and actively participate in documentation meetings with HR, IT, and other stakeholders to understand how work is currently performed and to capture detailed process documentation.
• Assist in refining HRIS requirements for Workday system modules, including core HR, absence, benefits, recruitment, and payroll, and create or revise test scenarios related to people services transactions and HR system changes.
• Suggest process and system solutions, empowering team members to redesign workflows and resolve identified problem areas in HR operations and HRIS usage.
• Identify continuous improvement opportunities by analyzing questions and feedback from the project team, HR department, key stakeholders, and employees, and translate these into actionable recommendations.
• Identify opportunities for HR technology, particularly Workday, to reduce manual work and streamline HR processes, including data entry and reporting activities.
• Act as a subject matter expert on HR systems, especially Workday, providing guidance on functionality, integrations, data flows, and system capabilities.
• Identify changes that impact people, processes, or technology, and work with the project team to manage these changes effectively through planning, communication, and training.
• Follow up with team members during testing stages to resolve issues, support troubleshooting, and help drive various improvement plans to completion.
• Support data integrity and data cleansing efforts by administering and evaluating standard, audit, and exception reports, ensuring accuracy and consistency of HR data.
• Analyze HR systems to ensure that reporting structures, department structures, and employee data are current, accurate, and aligned with organizational design.
• Troubleshoot HRIS issues and collaborate with IT teams and external vendors to diagnose problems, implement fixes, and validate resolutions.
• Track and analyze recurring issues and trends, documenting patterns and working with stakeholders to address root causes and prevent future occurrences.
• Partner and collaborate with subject matter experts in HR operations, organizational development, occupational health and safety, and payroll to support system training and process alignment.
• Support the development of training materials and communication content related to new HR processes, HRIS functionality, and changes impacting employees and leaders.
• Test the HRIS solution as part of multiple testing cycles, including executing test scripts, validating data, and supporting reconciliation testing and related documentation.
• Deliver HRIS system training to end users as part of the deployment process, ensuring they understand new workflows, system features, and responsibilities.
• Serve as a primary support contact for HRIS-related inquiries, responding to employee questions and providing general administrative support for testing, training, and issue resolution.
• Enter HR and payroll-related transactions into the system accurately, question inconsistencies, and document business processes to support a smooth transition from legacy systems to Workday.
• Support change readiness activities by maintaining change logs, assisting with communication plans, and contributing to training and readiness activities for go-live.
• Contribute to process documentation by identifying gaps, documenting end-to-end workflows, and proposing improvements that align with best practices and operational requirements.
• Liaise with functional leads and internal clients to deepen understanding of HR workflows in a large, complex organization and to ensure that system design supports both operational needs and best practices.
• Support the HR team in balancing testing, data analysis, issue resolution, documentation, and change management activities in preparation for go-live.
• Collaborate with internal staff and leaders by providing advice, policy and collective agreement interpretation, and recommendations related to HR processes and system use.
• Engage with external application vendors and peer organizations to share routine information, coordinate implementation activities, and ensure alignment on system changes and integrations.

Essential Skills

• Proven experience supporting HRIS implementations, preferably involving Workday, across core HR, absence and benefits payroll modules.
• Strong understanding of human resources and payroll systems, including their requirements, data structures, and interdependencies.
• Hands-on experience with Workday, including familiarity with Workday Benefits and Workday Absence modules, and a solid understanding of Workday functionality, modules, integrations, and data flows.
• Demonstrated ability to perform accurate data entry, maintain data accuracy, and support data cleansing and validation activities.
• Strong analytical and detail-oriented approach, with the ability to track issues, identify trends, and question inconsistencies in data and processes.
• Experience working with HR functions such as benefits, pensions, absence management, recruitment, compensation, and HR administration.
• Ability to work effectively in unionized environments, including familiarity with collective agreement considerations in HR processes.
• Proficiency with Excel, including the use of pivot tables and other analytical tools to support data analysis and reporting.
• Experience in process documentation, including mapping current and future state workflows and documenting detailed business processes.
• Capability to support testing activities, including executing test scripts, performing data validation, and documenting test results and issues.
• Experience supporting change readiness, including training support, maintaining change logs, and assisting with communication related to HRIS and process changes.
• Strong interpersonal, problem-solving, and conflict resolution skills, with the ability to collaborate effectively across HR, IT, and operational teams.
• Ability to work both as part of a collaborative team and with limited direction, demonstrating initiative, autonomy, and accountability.
• Undergraduate degree in Human Resources Management or a related discipline, or an equivalent combination of education and experience.

Additional Skills & Qualifications

• Experience working on full-cycle HRIS implementations, including transitions from legacy systems to integrated environments with multiple new integrations.
• Background in HR operations, including day-to-day administration of HRIS, recruitment, leaves, pensions, benefits, and compensation.
• Experience supporting HR processes in large, complex organizations with 24/7 operations and multiple stakeholder groups.
• Familiarity with HR reporting structures, department hierarchies, and organizational design, and how these translate into HRIS configuration and reporting.
• Experience collaborating with payroll teams, including supporting payroll entries and reconciliation during testing phases.
• Comfort working in environments where HR owns most HRIS functions and where manual HR involvement may be required during testing and early implementation stages.
• Demonstrated ability to balance multiple priorities, including testing, data analysis, issue resolution, documentation, and change management activities.
• Experience delivering or supporting HRIS training to end users, including preparing materials and conducting sessions.
• Exposure to occupational health and safety (OHS) and organizational development functions, and how they integrate with HRIS and HR processes.
• Ability to identify and communicate process gaps, raise flags proactively, move quickly to address issues, and propose practical solutions.
• Comfort working closely with external vendors and other organizations to coordinate system changes, integrations, and best practices.
• Interest in developing deeper expertise in HRIS and HR processes, and in contributing to a long-term, high-impact HR transformation project.

This is a Contract position based out of East York, ON.

The pay range for this position is $48.00 - $60.00/hr.

This is a hybrid position in East York,ON.

Aston Carter fournit des solutions de talent de classe mondiale à des milliers de clients à travers le monde. Spécialisés dans la comptabilité, la finance, les ressources humaines, l'acquisition de talents, les achats, la chaine d'approvisionnement, et certaines professions administratives, nous étendons les capacités des entreprises à la pointe de l'industrie. Nous nous appuyons sur notre profonde expertise en matière de recrutement et sur notre vaste réseau pour répondre aux besoins évolutifs de nos clients et de notre communauté de talents avec agilité et excellence. Avec des bureaux aux États-Unis, au Canada, en Asie et en Europe, Aston Carter est au service d'un grand nombre d'entreprises du classement Fortune 500. Nous sommes fiers d'avoir remporté la désignation « Prix Platine » dans le cadre des prix Best of Staffing® Client et Talent décernés par ClearlyRated.

Aston Carter est un employeur souscrivant au principe de l'égalité des chances et accepte toutes les candidatures sans tenir compte de la race, du sexe, de l'âge, de la couleur, de la religion, des origines nationales, du statut d'ancien combattant, d'un handicap, de l'orientation sexuelle, de l'identité sexuelle, des renseignements génétiques ou de toute autre caractéristique protégée par la loi.

Si vous souhaitez faire une demande d'accommodement raisonnable, tel que la modification ou l'ajustement du processus de demande d'emploi ou d'entrevue à cause d'un handicap, veuillez envoyer un courriel à [email protected] pour connaître d'autres options d'accommodement.

Ordonnance sur l'égalité des chances de San Francisco: Conformément à l'Ordonnance sur l'égalité des chances de San Francisco, pour tous les postes situés dans la ville et le comté de San Francisco, nous examinerons les candidatures des personnes qualifiées ayant un casier judiciaire ou des antécédents criminels.

Utilisation de l'intelligence artificielle (IA): Nous pouvons utiliser l'intelligence artificielle (IA) pour soutenir certaines étapes de notre processus d'embauche, notamment la recherche, la présélection et l'évaluation des candidatures. L'IA aide à analyser les candidatures et les qualifications, mais les décisions finales sont prises par notre équipe de recrutement. En soumettant votre candidature, vous reconnaissez et acceptez que celle-ci puisse être examinée à l'aide d'outils d'IA.

Aston Carter provides world-class corporate talent solutions to thousands of clients across the globe. Specialized in accounting, finance, human resources, talent acquisition, procurement, supply chain and select administrative professions, we extend the capabilities of industry-leading companies. We draw on our deep recruiting expertise and expansive network to meet the evolving needs of our clients and talent community with agility and excellence. With offices across the U.S., Canada, Asia Pacific and Europe, Aston Carter serves many of the Fortune 500. We are proud to be a ClearlyRated Best of Staffing® Platinum Award winner for both client and talent service.

The company is an equal opportunity employer and will consider all applications without regard to race, sex, age, color, religion, national origin, veteran status, disability, sexual orientation, gender identity, genetic information or any characteristic protected by law.

If you would like to request a reasonable accommodation, such as the modification or adjustment of the job application process or interviewing process due to a disability, please email [email protected] for other accommodation options.

San Francisco Fair Chance Ordinance: Pursuant to the San Francisco Fair Chance Ordinance, for all positions located in the city and county of San Francisco, we will consider for employment qualified applicants with arrest and conviction records.

Use of Artificial Intelligence (AI): We may use Artificial Intelligence (AI) to support parts of our hiring process, including sourcing, screening, and evaluating candidates. AI helps assess applications and qualifications, but final decisions are made by our hiring team. By applying, you acknowledge and agree that your application may be reviewed using AI tools.