Job DescriptionThe HCM Business System Sr Specialist is to support and facilitate our Workday HR platform. This specialist will be responsible for designing, implementing, maintaining technology solutions related to HR functions, including HCM core, benefits, recruiting, training and others with a focus on improving talent acquisition process efficiency and application productivities. The successful candidate will have a strong understanding of HR business processes and data, a solid foundation of hands-on experience in Workday application, as well as the ability to effectively partner with different stakeholders in providing innovative solutions and addressing system issues.ESSENTIAL FUNCTIONS:Reasonable accommodation may be made to enable individuals with disabilities to perform the essential duties.HR Technology Production SupportManage and maintain HR technology systems and data, oversee projects implementation, configuration, and maintenance of HR software and online tools to ensure data integrity, system security, and privacy compliance.Provide technical support and training for HR staff on system use and standard operating procedures; troubleshoot issues.Stay updated on HR technology trends, keep abreast of the latest developments in HR technology, provide recommendations for system improvements.Participate and lead HR technology projects, collaborate with IT departments for system integrations and troubleshoot and assist in evaluating and implementing new HR technology solutions.Design and create reports, dashboard and analytics to provide the business with the insights into workforce pipeline and trendsTechnology/Business Process ImprovementIdentify areas of opportunity to improve existing HR systems, functionality, and business processes to reduce manual processes and to achieve operational excellence.Define current and future state business processes, document process flows and operational procedures.Advocating for process improvements and helping develop solutions.Regularly communicating new features and benefits to partners, customers, and other stakeholders.Improve training and operational procedures to increase efficiency and productivity.Collaboration and TeamworkWork collaboratively with HR, Internal Communications, IT, Purchasing, Finance, Legal and other support services to provide needed services and data to their functions and to gather support and assistance for HRIS initiatives.Ensure that the HR control functions comply with all internal and external audit standards, data privacy requirements and that audits are successfully completed in a timely fashion.Supervisory Responsibilities:This position has no formal supervisory responsibilities.REQUIRED QUALIFICATIONS:4+ years with Workday HCM hand-on experience8+ years of HRIS experience with large ERP implementation experienceStrong knowledge of human resources policies, procedures, and practices.MS 365; Web proficiency.Ability to travel 10% of the timeAbility to clear required background checkCertificates and Licenses: None required.PReferred QUALIFICATIONS:Bachelor's degree in Human Resources, Business Administration or Computer Science preferredExceptionally collaborative - able to bring together diverse teams with a common goal and drive to projects to time and completionNaturally organized; very strong systems thinker and planner, able to translate discussion and ideas into deliverablesHighly results oriented - proven ability to achieve results in a collaborative manner. Demonstrable tenacity, willing to do what it takes to get the job doneExperience with Global HCM ERPs (Workday, Oracle)Experience managing complex, multi-disciplinary projectsExperience working in an Agile Development environmentStrong project management skillsWORK ENVIRONMENT:The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.This position is remote and open to residents of the 50 states, D.C. We anticipate the salary range to be $115,905.34 to $150,676.94. Eligible employees may receive a bonus. This salary is not guaranteed, as an individual’s compensation can vary based on several factors. These factors include, but are not limited to, geographic location, experience, training, education, and local market conditions. Stride offers a robust benefits package for eligible employees that can include health benefits, retirement contributions, and paid time off.The above job isnotintended to be an all-inclusive list of duties and standards of the position. Incumbents will follow any other instructions, and perform any other related duties, as assigned by their supervisor.All employment is “at-will” as governed by the law of the state where the employee works.  It is further understood that the “at-will” nature of employment is one aspect of employment that cannot be changed except in writing and signed by an authorized officer.Job TypeRegularThe above job is not intended to be an all-inclusive list of duties and standards of the position. Incumbents will follow any other instructions, and perform any other related duties, as assigned by their supervisor. All employment is “at-will” as governed by the law of the state where the employee works.  It is further understood that the “at-will” nature of employment is one aspect of employment that cannot be changed except in writing and signed by an authorized officer.Stride, Inc. is a Federal Contractor, an EqualOpportunity/AffirmativeAction Employer and a Drug-Free Workplace. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, protected Veteran status age, or genetics, or any other characteristic protected by law.Equal Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThe contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)