HR Functional Applications Analyst

What you will do

As an HR Technology Analyst, you will be responsible for supporting configuration requests and participating in projects. You will be a strategic business partner who applies technology to support business requirements. Demonstrating Workday expertise, the HR Technology team partners with HR Centers of Expertise and the HR community to answer functionality questions, resolve issues, work with vendors on system‑related concerns, and test new functionality.

The team is involved in many different projects, enabling the HR Technology Analyst to work across the business to ensure successful HR processes. You will also support and manage day‑to‑day operations with Paradox and Hired. Score to ensure smooth recruiter workflows and high‑quality candidate engagement. The Analyst will be involved in the deployment of new Workday features as well as operational improvements; this includes implementing new security roles, leading configuration changes, and executing end-to-end testing for Workday upgrades.

How you will do it Configure changes in Workday based on business requirements. Configure and maintain Workday Recruit processes, including job requisitions, job postings, candidate stages, screening steps, and offer workflows to support a seamless recruiting lifecycle. Project team member/lead for the design and implementation of new Workday functionalities, including business process configuration, testing, interface and integration support, implementation through deployment, and postproduction support.

Support processes within Workday, with a particular focus on recruiting workflows and TA related functionality. Develop strong relationships with internal partners, including the Talent Acquisition CoE, to gain an understanding of business requirements and translate them into effective system solutions. Create custom Workday reports as needed to meet business needs/objectives.

Plan, coordinate, and implement testing efforts for changes within Workday, including recruiting related enhancements and integrations. Support the design, development, and performance of Workday and related business data and processes. Focus on identifying trends, resolving root causes, predicting future implications, and finding solutions to drive effective business decisions.

Proactively identify and assist in prioritizing opportunities to streamline business and/or system processes, especially within the recruiting lifecycle. Lead biyearly Workday upgrades, including end-to-end testing of Workday Recruit functionality. Partner with the Talent Acquisition CoE to analyze and enhance the candidate journey, using Workday Recruit configuration and supporting technologies to streamline application flow and improve candidate experience.

Oversee daily operations and optimization of Paradox and Hired. Score, including troubleshooting issues, monitoring performance, driving adoption, and identifying enhancements that improve recruiter efficiency and candidate engagement. What we look for Required Degree in business or management information systems, HR (CIPD), or equivalent combination of education and experience.

Experience with case management, specifically Service. Now. Experience with Human Capital Management systems, ideally Workday. Strong analytical skills, with the ability to prioritize and find solutions in a timely manner. Self-motivated and self-organized working style with the ability to work effectively on diverse project teams.

Customer service focus and flexibility in supporting business unit needs. Demonstrated competence in presenting concepts clearly and accurately with strong written and verbal interpersonal skills. Able to positively represent Johnson Controls and communicate with others at varying managerial and technical levels. Commitment to quality and continuous improvement.

History of significant customer satisfaction, building rapport, and influencing decisions while working in a consultative role with customers. Preferred We’d ideally love you to have experience as a contributing team member within HR operational projects and new implementations, including the full change request lifecycle (solution design, configuration, testing, communication, etc.)

An overall understanding of HR data, HR processes, and the change/implementation life cycle is important. Workday experience is highly desirable , particularly in configuring and supporting: Workday Recruit (job requisitions, job postings, candidate stages, screening steps, offer workflows, and recruiting related security) Payroll Compensation Time Off Reporting Security