Workday Compensation Configuration Lead

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The Workday Compensation Configuration Lead serves as the enterprise subject matter expert for Workday Compensation and related Total Rewards technology solutions. This role partners with Compensation, HR, Finance, Payroll, and Technology stakeholders to design, configure, implement, and optimize scalable compensation solutions that support business objectives, regulatory requirements, and the associate experience. The Lead provides strategic guidance on Workday capabilities, compensation processes, and leading practices while advising senior leaders on enterprise initiatives, governance, and technology investments that maximize the value of the organization's Workday platform.

The Workday Compensation Configuration Lead is responsible for leading the strategy, design, configuration, testing, implementation, and ongoing support of Workday Compensation solutions. This role serves as the functional owner for compensation-related processes including annual compensation planning, incentive and bonus programs, compensation eligibility, salary structures, market adjustments, one-time payments, and compensation statements. The Lead evaluates business requirements, provides solution recommendations, and translates complex compensation needs into sustainable system capabilities.

Working as a trusted advisor to business and technology leaders, this role drives continuous improvement, identifies opportunities for automation and process optimization, and evaluates new Workday functionality to maximize business value. The Lead leads complex initiatives, assesses cross-functional impacts, supports governance and release management activities, and provides advanced troubleshooting for critical production issues.

As a senior subject matter expert, the role influences enterprise strategy, mentors team members, and provides recommendations to leadership on matters with significant operational, financial, compliance, and associate experience impacts.

Attributes for success:

• Deep expertise in Workday Advanced Compensation and compensation administration with the ability to translate complex business requirements into scalable, sustainable solutions.
• Strong strategic consulting, analytical, and problem-solving skills, with the ability to influence decisions and provide recommendations to senior leaders.
• Exceptional communication and stakeholder management skills, including the ability to explain technical concepts and solution tradeoffs to non-technical audiences.
• Demonstrated ability to lead complex initiatives, balance competing priorities, and drive continuous improvement through governance, automation, and optimization
• Proven ability to provide strategic recommendations, influence business decisions, and lead complex projects or workstreams in a large, matrixed organization.
• Experience partnering with Compensation, Total Rewards, HR, Finance, Payroll, Technology, and other business stakeholders to deliver enterprise-wide solutions.

Use your skills to make an impact
 

Required Qualifications:

• Bachelor's degree in Human Resources, Information Systems, Business Administration, Finance, Computer Science, or a related field; equivalent experience will be considered.
• 7+ years of HR technology, HRIS, enterprise systems, or related experience, including significant experience leading complex configuration initiatives.
• 5+ years of hands-on Workday configuration experience with deep expertise in Workday Advanced Compensation and related HCM functionality.
• Experience configuring and supporting compensation processes, including annual compensation planning, merit increases, bonus and incentive programs, compensation eligibility, salary structures, and one-time payments.
• Demonstrated experience gathering business requirements, conducting solution design, and translating complex business needs into scalable Workday solutions.
• Experience leading testing activities, including unit testing, system integration testing (SIT), user acceptance testing (UAT), release validation, and production deployment.

Preferred skills:

• Workday Pro certification or accreditation in Compensation, Advanced Compensation, HCM, or a related Workday discipline.
• Experience leading large-scale Workday implementations, optimization initiatives, or enterprise compensation transformations.
• Strong knowledge of compensation structures, job architecture, market pricing, salary grade administration, and annual compensation planning processes.
• Experience with Workday reporting, dashboards, Prism Analytics, calculated fields, and data-driven decision support.
• Experience mentoring configuration professionals and influencing technology strategy within a large, complex enterprise environment.

Additional information:

• In this role you will be an independent contributor
• This role will not have travel.
• This role will be fully remote within the U.S.
• This role is not open to Sponsorship.
• You will report to an Associate Director.

Work at Home Requirements: To ensure Home or Hybrid Home/Office employees’ ability to work effectively, the self-provided internet service of Home or Hybrid Home/Office employees must meet the following criteria: At minimum, a download speed of 25 Mbps and an upload speed of 10 Mbps is required; wireless, wired cable or DSL connection is suggested. In certain roles, the minimum recommended internet speed required by Humana may not be sufficient for business needs. Humana reserves the right to require associates to upgrade their internet service if necessary. Work from a dedicated space lacking ongoing interruptions to protect member PHI / HIPAA information.Travel: While this is a remote position, occasional travel to Humana's offices for training or meetings may be required.

Scheduled Weekly Hours

40

Pay Range

The compensation range below reflects a good faith estimate of starting base pay for full time (40 hours per week) employment at the time of posting. The pay range may be higher or lower based on geographic location and individual pay will vary based on demonstrated job related skills, knowledge, experience, education, certifications, etc.$117,600 - $161,700 per yearThis job is eligible for a bonus incentive plan. This incentive opportunity is based upon company and/or individual performance.

Description of Benefits

Humana, Inc. and its affiliated subsidiaries (collectively, “Humana”) offers competitive benefits that support whole-person well-being. Associate benefits are designed to encourage personal wellness and smart healthcare decisions for you and your family while also knowing your life extends outside of work. Among our benefits, Humana provides medical, dental and vision benefits, 401(k) retirement savings plan, time off (including paid time off, company and personal holidays, paid parental and caregiver leave), short-term and long-term disability, life insurance and many other opportunities.Application Deadline: 11-13-2026

About us
 

About Humana: Humana Inc. (NYSE: HUM) is a leading U.S. healthcare company. Through our Humana insurance services and our CenterWell healthcare services, we make it easier for the millions of people we serve to achieve their best health – delivering the care and service they need, when they need it. These efforts are leading to a better quality of life for people with Medicare and Medicaid, families, individuals, military service personnel, and communities at large. Learn more about what we offer at Humana.com and at CenterWell.com.

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Equal Opportunity Employer

It is the policy of Humana not to discriminate against any employee or applicant for employment because of race, color, religion, sex, sexual orientation, gender identity, national origin, age, marital status, genetic information, disability or protected veteran status. It is also the policy of Humana to take affirmative action, in compliance with Section 503 of the Rehabilitation Act and VEVRAA, to employ and to advance in employment individuals with disability or protected veteran status, and to base all employment decisions only on valid job requirements. This policy shall apply to all employment actions, including but not limited to recruitment, hiring, upgrading, promotion, transfer, demotion, layoff, recall, termination, rates of pay or other forms of compensation and selection for training, including apprenticeship, at all levels of employment.