Jr. HR Technology Analyst

Description
The Role:
The HR Solutions Enablement Team builds effective, scalable, cohesive HR solutions that minimize redundancy and deliver seamless data and insights for a better end-user experience.
You will be part of a team that is responsible for implementing HR Technology solutions through Workday as well as integrated third party technologies embedded throughout the Talent Acquisition process that drive our HR operations forward and remove friction. Additionally, this team also provides tier-2 support for our business facing end users.
We are searching for a Jr. HR Technology Analyst who will support the day-to-day operations of Workday Recruiting, as well as integrated technologies across the Talent Acquisition process.
This role will involve supporting the Talent Acquisition team to address questions, technology issues and basic configurations of Workday Recruiting. Additionally, this role will support Sr HR Technology Analysts with larger scale projects as needed. Flexibility is key as this role may occasionally require working outside standard hours to support global stakeholders and projects.
Key Responsibilities:

• Delivery of basic Workday Recruiting configurations, tasks and operational change requests, including but not limited to:
  • Recruiting Test Assessment
  • Recruiting Sources
  • Templates and Notifications
  • Translations
  • Documents Setup
  • Business Process Help Text
  • Questionnaires
  • Background Packages
  • Job Posting Templates
• Own the troubleshooting and resolution of escalated tier two tickets (Workday Recruiting and Talent Acquisition third-party technologies)
• Support user provisioning and account setup across Talent Acquisition technologies
• Setup and configuration of features across Talent Acquisition technologies
• Support biannual Workday Releases to evaluate and test new features
• Maintain a strong understanding of ways in which business is conducted to recommend improvement opportunities of Workday, as well as other Talent Acquisition technologies, in addition to opportunities for automation
• Support business users in validation of Workday processes, data conversion and integrations
• Support the testing of new configurations stemming from projects and changes/enhancement requests as needed
• Build and maintain a strong relationship with the Talent Acquisition team as well as other key business stakeholders (i.e. IT and other HR functions)

Experience/Qualifications:

• 2+ years Workday Recruiting experience
• 2+ years of Talent Acquisition support
• 2+ years experience supporting Talent Acquisition Third Party Technologies (i.e. CRM, Candidate Scheduling)
• Solid understanding of Talent Acquisition processes and best practices
• Ability to act with urgency, work in ambiguous situations and handle sensitive transactions professionally is a must
• Strong learning agility and desire to understand how HR Technologies work together to further grow
• Strong problem solving and time management skills

Compensation:
The compensation information is a good faith estimate only. It is based on what a successful applicant might be paid in accordance with applicable state laws.
The actual base salary a successful candidate will be offered within this range will vary based on factors relevant to the position, as well as geography of the selected candidate.

• The salary range for this role is $80,700 - $109,400. The actual base salary a successful candidate will be offered within this range will vary based on factors relevant to the position.

GM does not provide immigration-related sponsorship for this role. Do not apply for this role if you will need GM immigration sponsorship now or in the future. This includes direct company sponsorship, entry of GM as the immigration employer of record on a government form, and any work authorization requiring a written submission or other immigration support from the company (e.g., H1-B, OPT, STEM OPT, CPT, TN, J-1, etc.)
This role is categorized as hybrid. This means the selected candidate is expected to report to a specific location at least 3 times a week {or other frequency dictated by their manager}.
This job is not eligible for relocation benefits. Any relocation costs would be the responsibility of the selected candidate.
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