Senior Workday Payroll Architect

What You'll Do

• Implementation: Serve as the functional lead for Payroll, Time Tracking, and Absence in our Workday implementation: drive design sessions, own configuration decisions, build and test the tenant alongside our implementation partner, and sign off on readiness for cutover, parallel testing, and hypercare.

• US Payroll Configuration: Configure and maintain Workday Payroll for US & Canada employees: pay groups, earnings and deductions, pay component groups, federal, state, and local tax setup, garnishments, payroll accounting, and period-end and year-end processing (W-2s, quarterly filings) with our tax filing provider.

• International Payroll: Design and operate the flow between Workday and our international payroll providers (Workday Global Payroll Connect or PECI/PICOF-based integrations): payroll input files, results return, GL posting, and reconciliation for each country we operate in.

• Time Tracking: Configure Time Tracking for hourly and non-exempt populations, including work schedules, time entry codes, time calculations (overtime, meal and rest break compliance, shift differentials), approvals, and state-specific rules.

• Absence: Build and maintain Absence plans across US and international populations: flexible PTO, sick leave accruals by jurisdiction, statutory leave, and leave-of-absence types with the right eligibility, accrual, carryover, and payout rules.

• Integrations & Data: Own the payroll-adjacent integration footprint (benefits carriers, 401k, tax filing, equity compensation, GL to NetSuite) and the data validation that keeps Workday, payroll results, and the general ledger in agreement.

• Payroll Operations Partnership: Partner with Payroll Operations and Accounting on every payroll cycle: retro calculations, off-cycle payments, pre- and post-payroll audits, and root-cause analysis when results don't match expectations.

• Compliance & Controls: Design payroll processes and Workday security so they satisfy SOX ITGC and payroll control requirements: segregation of duties, approval workflows, audit trails, and evidence capture. Support internal and external audit requests.

• Releases & Roadmap: Stay current on Workday's semi-annual releases, assess impact on Payroll, Time tracking, and Absence, run regression testing, and adopt new functionality that removes manual work.

• Enablement: Write the documentation, train HR, managers, and Payroll on how these modules work, and build the reports and dashboards that let the business self-serve.

You

• Experience: 10+ years in HRIS or payroll systems, with at least 6+ years hands-on configuring Workday Payroll, Time Tracking, and Absence. You have taken at least one Workday Payroll implementation live as the functional lead, ideally with Time Tracking and Absence in the same phase.

• Workday Depth: Fluent in payroll business processes, the calculation engine (calculated fields, pay component logic, custom reports), tax configuration, retro processing, and payroll accounting. Workday Payroll, Time Tracking, or Absence certification (or equivalent partner experience) strongly preferred.

• Global Payroll: Have run or integrated international payroll through Workday, whether via Global Payroll Connect partners or custom integrations, and understand the data, timing, and reconciliation challenges that come with multiple countries and providers.

• Payroll Knowledge: Know US payroll fundamentals cold: multi-state taxation, FLSA, wage and hour rules (especially California), garnishments, imputed income, equity compensation and RSU withholding, and year-end.

• Compliance & Controls: Have operated in a SOX or audit-facing environment and understand why segregation of duties, approvals, and evidence matter in payroll.

• Operating Rigor: You test thoroughly, document what you build, and never move a payroll change into production without a parallel run or reconciliation behind it.

• Cross-functional Partnership: Comfortable translating between Payroll, People, Accounting, and Engineering. You can explain a retro calculation to a controller and a tax setup to a recruiter.

• Adaptability: Comfortable with ambiguity and velocity at a pre-IPO company. Requirements change, headcount grows fast, new countries open, and you re-plan without drama.

• Attitude: An enthusiastic, go-for-it attitude. When something looks off in a payroll result, you can't leave it alone until you find the root cause.

Nice to Have

• Experience with configurations in Workday’s HCM, Benefit and compensation

• Experience migrating from Rippling or another all-in-one HR/payroll platform to Workday.

• Workday Pro certifications in Payroll, Time Tracking, Absence, or Integrations.

• Experience with international payroll providers (for example ADP Celergo, CloudPay, Papaya Global, Deel) and employer-of-record arrangements.

• Familiarity with the rest of our stack: NetSuite, Okta, Lumos, Workato, BigQuery.

• IPO readiness experience, including payroll control design and equity compensation processing.

• Experience using AI tooling to accelerate testing, documentation, or reconciliation.