Workday HRIS Analyst - Recruiting & Talent Solutions Expert

JAMEEL AHMED

(Workday Core HCM, Talent & Recruiting) Phone: +1-469-***-****; Email:****.******@*****.***

Professional Summary:

Workday HRIS Analyst / Business Analyst with 8+ years of experience supporting enterprise HR systems in post-implementation and production support environments, specializing in Workday HCM (Core, Recruiting, and Talent). Experienced in gathering and translating business requirements into scalable Workday solutions, improving HR processes, and ensuring data integrity across the employee lifecycle.

Strong expertise in Workday Business Process Framework (BPF), reporting and analytics, HR data governance, and system troubleshooting. Proven ability to partner with HR, Payroll, and IT stakeholders to deliver enhancements, resolve production issues, and optimize HR system performance in complex enterprise environments.

Reporting & Analytics:

Developed and maintained Workday Advanced, Matrix, and Composite reports to support HR operations, business decision-making, and workforce analytics

Created HR dashboards and employee data reports for audits, compliance reporting, and management reviews

Analyzed HR data trends to support business requirements, workforce planning, and process improvements

Experience with formatted reporting (BIRT – basic exposure) for structured HR reporting needs

Strong proficiency in Excel (PivotTables, VLOOKUP, data cleansing, and data validation) to support HRIS reporting and data analysis activities

Education Qualification:

Master of Science, Business Analytics – EAST TEXAS A&M – DEC 2017

Bachelor of Engineering, Information Technology - JNTU, HYDERABAD – JUNE 2012

Professional Experience:

Client: Charles Schwab, Dallas, TX April’23 – till date Role: Senior Workday Business Analyst

Led configuration and functional support of Workday Recruiting and Talent modules, covering end-to-end HR processes including job requisitions, candidate lifecycle, interviewing, offers, and onboarding workflows

Collaborated with HR stakeholders to gather, analyze, and translate business requirements into scalable Workday solutions aligned with organizational recruiting and talent strategies

Configured and optimized Workday Business Process Framework (BPF) for recruiting and talent workflows, improving process efficiency and reducing manual approvals

Enhanced Talent Management processes including performance management, goal setting, and succession planning, supporting workforce development and talent strategy execution

Provided HRIS production support, diagnosing and resolving issues related to recruiting, candidate data, and talent processes to ensure smooth HR operations

Managed incident resolution and enhancement requests using Azure DevOps (ADO), ensuring proper tracking, prioritization, and timely delivery of system changes

Performed system testing (SIT, regression, UAT) for Workday enhancements and releases, ensuring compliance with business requirements and SOX controls

Developed and maintained Workday reports and dashboards (Advanced, Matrix, and BIRT) to support HR analytics, recruiting metrics, and leadership decision-making

Configured and maintained role-based security and domain permissions, ensuring proper data access control and HR data privacy compliance

Partnered with HR, IT, and external vendors to support system integrations and ensure accurate data flow between Workday and downstream systems

Supported Workday release management and change management activities, including impact analysis, testing coordination, and end-user communication

Improved recruiting process efficiency and cycle time by optimizing workflows, reducing manual steps, and enhancing approval automation within Workday

Client: New York Times, NYC, NY Mar’22 – April’23

Role: Workday HRIS Analyst

Design, develop, and maintain advanced HR reports and dashboards within Workday to support workforce analytics, compliance, and executive decision-making

Build complex report types including matrix, composite, and trending reports to analyze headcount, attrition, diversity metrics, compensation, and recruiting performance

Partner with HR, Talent Acquisition, and leadership teams to gather reporting requirements and translate business needs into scalable reporting solutions

Deliver real-time dashboards and KPI tracking tools to provide insights into workforce trends, hiring pipelines, and organizational performance

Ensure data accuracy and integrity by performing regular audits, validations, and reconciliation across HR datasets

Automate recurring reports and streamline manual reporting processes, improving efficiency and reducing turnaround time

Support regulatory and compliance reporting (EEO, audits, internal reporting) by generating accurate and timely data extracts

Utilize calculated fields, report filters, and business objects to create highly customized and user-friendly reporting outputs

Collaborate with IT and data teams to support data integrations and reporting consistency across systems

Provide ad-hoc data analysis and reporting support to HR leadership for strategic initiatives and business reviews

Maintain and enhance reporting documentation, including data definitions, report logic, and user guides

Train HR users and stakeholders on report usage, dashboard interpretation, and self-service analytics tools

Client: Expedia Group, Dallas, TX Apr’20 – Mar’22 Role: HRIS Analyst

Supported day-to-day operations of enterprise HRIS platforms, managing employee data across HR, payroll, benefits, and timekeeping systems

Maintained and updated employee records, job data, compensation changes, and organizational structures, ensuring data accuracy and consistency

Designed and generated standard and ad-hoc HR reports for headcount, turnover, compensation, and compliance tracking

Partnered with HR and Payroll teams to analyze reporting needs and deliver data-driven insights to support business decisions

Performed regular data audits, validation, and reconciliation to ensure integrity across HR systems and downstream processes

Managed user access, role assignments, and system permissions, ensuring compliance with internal controls and data privacy standards

Assisted in HRIS system updates, enhancements, and testing activities, including user acceptance testing (UAT)

Supported payroll processing cycles by validating employee data and resolving discrepancies prior to payroll deadlines

Automated recurring reports and improved data workflows, reducing manual effort and increasing reporting efficiency

Provided end-user support to HR and employees, resolving system-related issues and responding to service requests

Developed and maintained standard operating procedures (SOPs) and documentation for HRIS processes and reporting

Supported organizational changes such as new hires, transfers, promotions, and restructures, ensuring accurate system updates

Client: Sedgwick Claims Management Services Feb 2018 – Mar 2020 Role: Project Coordinator (HRIS / SAP Implementation)

Supported SAP HR system implementation by coordinating between offshore technical teams and onsite business stakeholders, ensuring smooth communication and delivery

Gathered, validated, and consolidated HR and operational data from offshore teams to support reporting, testing, and system readiness

Designed and executed functional test scripts aligned with business requirements, supporting System Integration Testing (SIT) and User Acceptance Testing (UAT)

Logged and managed defects using defect tracking tools, performing initial analysis and escalating issues to technical teams for resolution

Differentiated between system defects and business-driven change requests, ensuring proper documentation and lifecycle tracking

Created and maintained change requests, supporting requirement clarification, impact analysis, and implementation tracking

Facilitated cross-functional meetings with HR, business users, and implementation teams to define scope, gather requirements, and ensure alignment

Acted as a liaison between business and IT teams to translate functional needs into system-related actions during implementation

Maintained detailed documentation including test cases, defect logs, and process notes to support audit readiness and knowledge transfer

Assisted in improving data accuracy and process consistency during system transition and stabilization phases

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