Your work days are brighter here.
We’re obsessed with making hard work pay off, for our people, our customers, and the world around us. As a Fortune 500 company and a leading AI platform for managing people, money, and agents, we’re shaping the future of work so teams can reach their potential and focus on what matters most. The minute you join, you’ll feel it. Not just in the products we build, but in how we show up for each other. Our culture is rooted in integrity, empathy, and shared enthusiasm. We’re in this together, tackling big challenges with bold ideas and genuine care. We look for curious minds and courageous collaborators who bring sun-drenched optimism and drive. Whether you're building smarter solutions, supporting customers, or creating a space where everyone belongs, you’ll do meaningful work with Workmates who’ve got your back. In return, we’ll give you the trust to take risks, the tools to grow, the skills to develop and the support of a company invested in you for the long haul. So, if you want to inspire a brighter work day for everyone, including yourself, you’ve found a match in Workday, and we hope to be a match for you too.
About the Team
The Total Rewards team designs and delivers the compensation programs that help Workday attract, reward, and retain outstanding talent across the globe. We partner closely with Talent Acquisition, People Business Partners, and leaders to ensure our compensation programs are market-competitive, equitable, and aligned to Workday’s business strategy.
We play a critical role in maintaining Workday’s global job architecture, providing clear and consistent frameworks for job profiles, levels, and pay structures that support career growth and organizational scalability. As part of a broader People & Purpose organization that connects vision to execution, we use data-driven insights to inform decisions and enable consistency in how rewards are delivered.
Our team culture is collaborative, curious, and growth-minded. We value analytical rigor, clear communication, and a strong customer focus. Team members are encouraged to share ideas, challenge assumptions, and continuously improve how we support Workmates and business stakeholders worldwide.
About the Role
As a Compensation Analyst on the Total Rewards team, you will be a key resource for Workmates and People teams on all things compensation. You will act as the first point of contact for compensation questions through various channels, providing clear, consistent, and timely guidance that aligns to our global compensation philosophy and frameworks.
You will support stakeholders in Talent Acquisition, People Business Partners, and Compensation Business Partners on complex job offers and retention needs, ensuring recommendations are market-informed, internally equitable, and financially sound. You will conduct annual and ad hoc benchmarking analyses to develop and maintain job profiles, job levels, and pay ranges that keep our job architecture current and scalable.
In this role, you will:
● Support the creation and refinement of the annual compensation strategy and philosophy, helping translate it into practical programs and guidance for leaders and employees
●Conduct market analysis and benchmarking to develop and maintain salary ranges, pay structures, and job levels across roles and geographies
● Build and maintain cost models, forecast analyses, and design recommendations for global compensation programs, including base pay structures, annual merit, retention, and short- and long‑term incentives
●Advise on compensation recommendations for new hires, promotions, transfers, job matches, and job leveling, ensuring alignment to internal equity and market data
● Serve as a key compensation contact for employees and managers, providing clear explanations of programs, policies, and individual pay decisions
●Develop and deliver compensation training and communications for leaders and employees to build understanding and confidence in our programs
● Participate in the global salary survey submission and receipt process, and support the annual benchmarking cycle to update structures and ranges
●Analyze midpoint differentials and market movement to ensure ranges support career movement within job families and across functions
● Create new jobs and pay ranges as needed to support evolving business and hiring needs
● Partner with Finance to develop annual salary increase budgets by geography and ensure appropriate accruals
● Collaborate with HR Business Partners, Compensation Business Partners, and leaders to resolve compensation questions and issues, providing data-driven recommendations
About You
Basic Qualifications
● 5–7 years of experience in compensation market analysis, plan design, and administration (e.g., salary structures, incentives, and annual compensation cycles)
● Bachelor’s degree in Business Administration or a related field (such as Human Resources, Compensation, Benefits, Finance, or Organizational Development), or equivalent practical experience
● Advanced proficiency with Excel, Word, and PowerPoint, including building and maintaining complex models and presentations
● Experience using Workday HCM or a similar enterprise HRIS; Workday HCM experience strongly preferred
Other Qualifications
● Analytical Thinking & Market Analysis: Proven ability to analyze large data sets, salary surveys, and internal pay information to identify trends, derive insights, and translate findings into clear, actionable recommendations for a non-technical audience
● Compensation Analysis & Administration: Hands-on experience with benchmarking roles, developing and maintaining salary ranges, and supporting annual compensation cycles (merit, bonus, equity, and/or retention programs), including validation and quality checks
●Compensation Management & Strategies: Demonstrated ability to apply a compensation philosophy and guiding principles to day‑to‑day decisions, balancing market competitiveness, internal equity, and budget considerations
● Incentive Compensation: Exposure to short- and/or long‑term incentive plan design and administration, including modeling scenarios, understanding plan mechanics, and explaining outcomes to stakeholders
Our Approach to Flexible Work
With Flex Work, we’re combining the best of both worlds: in-person time and remote. Our approach enables our teams to deepen connections, maintain a strong community, and do their best work. We know that flexibility can take shape in many ways, so rather than a number of required days in-office each week, we simply spend at least half (50%) of our time each quarter in the office or in the field with our customers, prospects, and partners (depending on role). This means you'll have the freedom to create a flexible schedule that caters to your business, team, and personal needs, while being intentional to make the most of time spent together. Those in our remote "home office" roles also have the opportunity to come together in our offices for important moments that matter.
At Workday, we are committed to providing an accessible and inclusive hiring experience where all candidates can fully demonstrate their skills. If you require assistance or an accommodation at any point, please email accommodations@workday.com.
Are you being referred to one of our roles? If so, ask your connection at Workday about our Employee Referral process!
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