Analyst, HR Systems - Compensation

About Lowe s

Lowe s Companies, Inc. (NYSE: LOW) is a FORTUNE 50 home improvement company serving approximately 16 million customer transactions a week in the United States. With total fiscal year 2023 sales of more than $86 billion, Lowe s operates over 1,700 home improvement stores and employs approximately 300,000 associates. Based in Bengaluru, Lowe s India develops innovative technology products and solutions and delivers business capabilities to provide the best omnichannel experience for Lowe s customers. Lowe s India employs over 4,200 associates across technology, analytics, merchandising, supply chain, marketing, finance and accounting, product management and shared services. Lowe s India actively supports the communities it serves through programs focused on skill-building, sustainability and safe homes. For more information, visit, www.lowes.co.in .

About the Team

The HR Systems-Workday Team is dedicated to designing, implementing, maintaining, enhancing, and supporting HR processes in Workday. Our primary objective is to facilitate efficient and effective HR operations by leveraging the capabilities of Workdays comprehensive suite of modules. Our team is responsible for overseeing all aspects of HR processes in Workday, including Recruitment, CoreHR, Compensation, Learning Management, Talent Management, Security & Reports.

Our team strives to achieve the following objectives:

• Ensure seamless integration of HR processes with business operations
• Provide timely and accurate support to employees and managers
• Continuously improve HR processes to enhance efficiency and effectiveness
• Foster a culture of innovation and collaboration within the HR function
• Stay up-to-date with Workday developments and best practices

Job Summary:

We are seeking a knowledgeable and detail oriented Workday Compensation Analyst to support the management and optimization of our Workday Compensation module. This role requires accurate configuration analysis and maintenance of Compensation modules to align with Organization strategic goals.The ideal candidate should have a strong understanding of HR processes and a proven track record in configuring, troubleshooting Workday functionalities collaborates with HRIT and other departments to deliver effective solutions that support Compensation processes, data integrity and compliance

Core Responsibilities:

Config & Maintenance

• Configure and support compensation modules within Workday, additional exposure to HCM will be an added advantage.
• Understanding of compensation strategies, pay structures, and compensation plans. Familiarity with compensation theories, such as equity theory and labor market trends.
• Exposure to Core & Advanced compensation in WD - understanding WD concepts like compensation grades, grade profiles, compensation package, compensation plan, eligibility rules etc.
• Candidates should possess knowledge and experience in managing the compensation review process using Workday - Merit Process, Bonus Process, and/or Stock Award Process.
• Ensure system compliance with organizational policies and regulatory requirements.
• Test, troubleshoot, and update system configurations as needed to address business needs.
• Manage compensation-related security roles and access.

Compensation Analytics and Reporting

• Generate and analyze reports on compensation trends, workforce data, and market benchmarks using Workday tools.
• Provide insights and recommendations based on data to support strategic decision-making.
• Create and maintain dashboards for tracking compensation metrics.

Project Management:

• Participate in Compensation -related projects, including system upgrades, implementations, and enhancements, ensuring timely and successful delivery.
• Drive and Co-lead Compensation specific campaigns like mid-year and annual merit cycles+ Bonus along with onshore team.

Documentation:

• Maintain up-to-date documentation of configurations, standard operating procedures, and user guides.

Data Management:

• Conduct regular audits of the HCM data for accuracy and compliance, troubleshoot data discrepancies, and implement corrective actions as needed.
• Data readiness, staging of scenarios for testing before bi-annual and annual cycles.

Collaboration & Stakeholder management -

• Work closely with on-shore HR Compensation team for set up, configurations and other aspects.
• Work closely with HR, Payroll, and IT teams to implement new compensation programs and system updates.
• Support HR teams during annual compensation planning cycles, including testing and troubleshooting.
• Train HR team members and end-users on Workday compensation functionalities

Years of Experience:

• 2+ years of experience in Workday Compensation or related modules.

Education Qualification & Certifications (optional)

Required Minimum Qualifications:

• Bachelor s degree in human resources, Business Administration, Information Systems, or a related field.
• Workday certification in Compensation or other related modules.
• Strong understanding of compensation structures, principles, and compliance.
• Proficiency in Workday HCM, including configuration, reporting, and data analysis.
• Excellent analytical and problem-solving skills.
• Strong communication and interpersonal skills to collaborate with cross-functional teams.

Skill Set Required

Primary Skills (must have)

• Experience with annual merit or bonus cycle management in Workday.
• Knowledge of global compensation practices and reporting.
• Detail-oriented with a focus on accuracy and system integrity.
• Ability to work independently and manage multiple priorities in a fast-paced environment.
• Skilled in identifying and implementing process improvements.
• Attention to detail, high level of accuracy in maintaining compensation records and preparing reports or analyses to ensure compliance and fairness.
• Confidentiality and Ethical Judgment: Maintaining confidentiality in handling sensitive compensation data and making ethical decisions related to pay and benefits.

Lowe s is an equal opportunity employer and administers all personnel practices without regard to race, color, religious creed, sex, gender, age, national origin, mental or physical disability or medical condition, sexual orientation, gender identity or expression, marital status, military or veteran status, genetic information, or any other category protected under state or local law. Lowe s wishes to maintain appropriate standards and integrity in meeting the requirements of the Information Technology Act s privacy provisions.

Lowes is an equal opportunity employer and administers all personnel practices without regard to race, color, religious creed, sex, gender, age, ancestry, national origin, mental or physical disability or medical condition, sexual orientation, gender identity or expression, marital status, military or veteran status, genetic information, or any other category protected under federal, state, or local law.