HRIS Analyst

Job Overview

We are seeking a Workday Technical Analyst to join our team on a 3‑month contract (with potential for extension or conversion based on performance). This role requires an IT mindset able to bridge HR systems and data, supporting Workday operations with a focus on data extraction, system security, and integration support.

• Extract and transform data from legacy systems such as Ulti Pro into Workday.
• Support and maintain Workday security configurations.
• Assist with integration workflows and data mapping between systems.
• Collaborate with HR, IT, and business teams to ensure data accuracy and system functionality.
• Troubleshoot data and system issues across HRIS platforms.

Intermediate Level. Candidates should be comfortable working in a technical Workday environment and have experience with security configuration and data handling. Experience with Workday Prism or Adaptive Planning is a plus.

Contract position based in Oklahoma City, OK.

Pay range: $38.00–$42.00 per hour.

Eligibility requirements apply and may depend on classification and length of employment. Benefits subject to change and may depend on specific elections, plans, or program terms. Potential benefits for this temporary role include:

• Medical, dental & vision
• Critical illness, accident, and hospital coverage
• 401(k) retirement plan – pre‑tax and Roth post‑tax contributions available
• Life insurance (voluntary life & AD&D for employee and dependents)
• Short and long‑term disability
• Health spending account (HSA)
• Transportation benefits
• Employee assistance program
• Time off / leave (PTO, vacation or sick leave)

This position will close on June 19, 2026.

The company is an equal opportunity employer and will consider all applications regardless of race, sex, age, color, religion, national origin, veteran status, disability, sexual orientation, gender identity, genetic information, or any characteristic protected by law.

Pursuant to the San Francisco Fair Chance Ordinance, for all positions located in the city and county of San Francisco, we will consider for employment qualified applicants with arrest and conviction records.

It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.