socure - HRIS Analyst II
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Requirements
• Modules you have directly configured (not just supported) • Examples of business processes you’ve designed or optimized • Your experience with position management, security, reporting, and integrations • A brief example of a complex Workday initiative you led end-to-end • Unfortunately we are unable to hire employees residing in these states. • We like to get together in person when possible! Eligible Hub Locations: • San Francisco Bay Area • Salt Lake City, UT • Socure's Recruiting Privacy Policy • Decline to self-identify • Hispanic or Latino - A person of Cuban, Mexican, Puerto Rican, South or Central American, or other Spanish culture or origin regardless of race. • Hispanic or Latino • White (Not Hispanic or Latino) - A person having origins in any of the original peoples of Europe, the Middle East, or North Africa. • White • Black or African American (Not Hispanic or Latino) - A person having origins in any of the black racial groups of Africa. • Black or African American • Native Hawaiian or Other Pacific Islander (Not Hispanic or Latino) - A person having origins in any of the peoples of Hawaii, Guam, Samoa, or other Pacific Islands. • Native Hawaiian or Other Pacific Islander • Asian (Not Hispanic or Latino) - A person having origins in any of the original peoples of the Far East, Southeast Asia, or the Indian Subcontinent, including, for example, Cambodia, China, India, Japan, Korea, Malaysia, Pakistan, the Philippine Islands, Thailand, and Vietnam. • Asian • American Indian or Alaska Native (Not Hispanic or Latino) - A person having origins in any of the original peoples of North and South America (including Central America), and who maintain tribal affiliation or community attachment. • American Indian or Alaska Native • Two or More Races (Not Hispanic or Latino) - All persons who identify with more than one of the above five races. • Two or More Races • Hispanic or Latino • White (Not Hispanic or Latino) • Black or African American (Not Hispanic or Latino) • Native Hawaiian or Other Pacific Islander (Not Hispanic or Latino) • Asian (Not Hispanic or Latino) • American Indian or Alaska Native (Not Hispanic or Latino) • Two or More Races (Not Hispanic or Latino) • I identify as one or more of the classifications of protected veteran listed above • I am not a protected veteran
Responsibilities
• Serve as a senior Workday HCM/HRIS owner across HCM, position management, security, reporting, integrations, performance/talent, and benefits. • Design, configure, test, and deploy changes to HCM business processes (Hire, Create Position, Move Worker, Change Job, Termination, Reorg, data changes). • Own position management configuration (job profiles, positions, supervisory orgs) to keep headcount and org data clean and auditable. • Maintain and audit the Workday security model (security groups, roles, domain/BP security) to support least-privilege access and compliance. • Build and maintain Workday reports and dashboards to support People, Finance, and business leaders with reliable insights. • Support and troubleshoot integrations (EIBs, Core Connectors, RaaS) with benefits, payroll, recruiting, finance, and other HR tech. • Partner with People Ops, People Partners, Total Rewards, TA, Payroll, Finance, and IT to translate business needs into scalable Workday solutions.
Benefits
• Socure is building the identity trust infrastructure for the digital economy — verifying 100% of good identities in real time and stopping fraud before it starts. The mission is big, the problems are complex, and the impact is felt by businesses, governments, and millions of people every day. • We hire people who want that level of responsibility. People who move fast, think critically, act like owners, and care deeply about solving customer problems with precision. If you want predictability or narrow scope, this won’t be your place. If you want to help build the future of identity with a team that holds a high bar for itself — keep reading. • Strong knowledge of Workday business processes, condition rules, and configuration best practices. • Proven track record leading end-to-end Workday initiatives (requirements → design → config → testing → launch). • Comfort working with complex HR data, resolving issues, and improving data quality. • Clear, concise communication with both technical and non-technical stakeholders. • HOW YOU’LL SUCCEED • You balance technical depth with an employee- and manager-first mindset, document what you build, and collaborate closely with HR and cross-functional partners to keep Workday stable, simple, and ready for what’s next.
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