HRIS — P6
HROPER.HRIS7F68.P6
HRIS (Human Resources Information Systems) focuses on the configuration, administration, integration, reporting, and architecture of HR technology platforms — primarily Workday HCM and adjacent systems (SAP SuccessFactors, Oracle HCM, ADP, UKG). Distinct from HR Service Delivery/Operations (transaction processing, case management, employee inquiries) and People Analytics (statistical modeling, predictive workforce insights), HRIS owns the system layer: business process design, security models, calculated fields, EIB/Studio integrations, release cycle management, and SOX ITGC compliance of HR platforms.
HRIS (Human Resources Information Systems) focuses on the configuration, administration, integration, reporting, and architecture of HR technology platforms — primarily Workday HCM and adjacent systems (SAP SuccessFactors, Oracle HCM, ADP, UKG). Distinct from HR Service Delivery/Operations (transaction processing, case management, employee inquiries) and People Analytics (statistical modeling, predictive workforce insights), HRIS owns the system layer: business process design, security models, calculated fields, EIB/Studio integrations, release cycle management, and SOX ITGC compliance of HR platforms.
Focus — HRIS
HRIS (Human Resources Information Systems) focuses on the configuration, administration, integration, reporting, and architecture of HR technology platforms — primarily Workday HCM and adjacent systems (SAP SuccessFactors, Oracle HCM, ADP, UKG). Distinct from HR Service Delivery/Operations (transaction processing, case management, employee inquiries) and People Analytics (statistical modeling, predictive workforce insights), HRIS owns the system layer: business process design, security models, calculated fields, EIB/Studio integrations, release cycle management, and SOX ITGC compliance of HR platforms.
Material PAY and SKILL differential vs the function baseline.
Responsibilities by level
What this person actually does at each level on the professional track — escalating scope, not one generic blob. Your level is highlighted.
- Performs data entry and maintains employment and HR records in Workday, ensuring accurate employee data under close supervision.
- Assists with creating basic Workday reports and supports report distribution following defined procedures.
- Answers Tier-1 user support questions and helps employees and managers navigate self-service workflows.
- Learns how Workday modules and business processes fit together by shadowing senior analysts and supporting routine system maintenance tasks.
- Handles defined Workday system configurations and contributes to process improvement tasks under general instruction.
- Builds and maintains Workday business processes, condition rules, notifications, and routine security assignments within established standards.
- Develops advanced Workday reports using calculated fields and performs data validation to ensure data integrity.
- Supports bi-annual Workday release cycles by reviewing new features, executing test scripts, and documenting results.
- Translates straightforward HR business requirements into system configurations and reports without custom development.
- Owns configuration and ongoing administration of one or more Workday HCM modules (e.g., Core HCM, Absence, Recruiting, Talent & Performance), planning own work with milestone review.
- Designs and builds complex business processes, condition rules, and calculated fields across modules, evaluating identifiable trade-offs in design.
- Coordinates project activities for system enhancements and process improvements, including managing test cycles for the Workday release calendar.
- Translates diverse HR business requirements into technical solutions, advising stakeholders on configuration options and reporting approaches.
- Maintains data integrity and security assignments, troubleshooting escalated configuration and reporting issues.
- Leads analysis, design, development, and implementation of complex cross-functional HR solutions, selecting methods and standards for the build.
- Serves as technical expert and potential module lead, providing in-depth evaluation of configuration alternatives across multiple Workday areas.
- Resolves escalated and complex user requests and ensures documentation and knowledge transfer to junior analysts.
- Drives system optimization, data integrity, process streamlining, and user experience improvements with functional-level impact.
- Coordinates across HR, IT, Payroll, and Finance groups to deliver integrated solutions and may lead implementation project teams.
- Provides strategic guidance on HR technology initiatives and leads system implementations and platform expansions with high independence.
- Manages vendor relationships and acts as an external spokesperson in implementation and integration partnerships.
- Builds scalable integrations using EIB and Workday Studio and drives complex Workday configuration across modules and platforms.
- Ensures SOX ITGC compliance for HR systems and embeds controls into business process and security design.
- Brings expertise across multiple HRIS platforms to broad and special assignments, supervising others on key technical workstreams.
- Leads Workday strategy and people technology architecture to scale a global workforce, defining durable, organization-wide system design.
- Architects scalable integrations (EIB, Workday Studio, Core Connectors) and establishes governance standards across the HRIS landscape.
- Facilitates executive design discussions and coordinates cross-functional programs aligned with strategic priorities.
- Promotes AI and automation to reduce manual work and shapes the long-term roadmap for HR technology.
- Maintains authoritative technical documentation including architecture diagrams and system design specifications, and provides high-level mentorship to peer professionals.
Level guidelines
The universal leveling rubric applied to this function — how scope, complexity, collaboration, and experience step up across levels.
| Level | Knowledge & Application | Complexity & Problem Solving | Collaboration & Interaction | Typical Degree & Years |
|---|---|---|---|---|
| P1 | Applies foundational HRIS knowledge to routine data entry, basic reporting, and user support tasks within Workday, following detailed instruction. | Solves routine problems with standard answers, escalating anything beyond defined procedures to senior analysts. | Maintains stable internal relationships with HR users; communicates simple support resolutions. | 0–1 years; new graduate or intern, or early-career HRIS support. |
| P2 | Applies developing Workday configuration and reporting knowledge to conventional tasks, using calculated fields and report writer in familiar contexts. | Exercises judgment on moderately complex configuration and reporting issues in familiar contexts; some routine independence. | Builds productive project relationships with HR stakeholders during configuration and release testing. | 2+ years with a BA, or MS/PhD with no experience; ~3 years total HRIS exposure. |
| P3 | Applies broad Workday module knowledge to diverse configuration, business process, and reporting problems with moderate independence. | Evaluates identifiable factors to select configuration and reporting approaches across modules; plans day-to-day work. | Networks with senior HR and IT professionals; coordinates project activities and milestone reviews. | 5+ years (BA), 3+ years (MA), or PhD without experience. |
| P4 | Applies advanced, in-depth HRIS expertise to complex cross-functional solutions, serving as technical and potential module lead. | Performs in-depth analysis of complex variables in system design, optimization, and escalated issue resolution; selects methods. | Coordinates across HR, IT, Payroll, and Finance; influences solution decisions and may lead project teams. | 8+ years, often with graduate education in HRIS or related technical disciplines. |
| P5 | Applies expert, multi-platform HRIS knowledge to strategic technology initiatives, integrations, and compliance, contributing to company objectives. | Addresses intangibles and unique strategic issues in implementations, integrations, and SOX controls with high independence. | Builds influential networks; manages vendors and serves as external spokesperson for HR technology. | 12+ years with extensive HRIS and integration expertise. |
| P6 | Applies field-defining people-technology architecture knowledge to organization-wide, global-scale system strategy and governance. | Provides visionary, field-shaping problem-solving on durable system design, AI/automation, and enterprise integration architecture. | Influences industry and company direction; facilitates executive design discussions and mentors peer professionals. | 15+ years as a principal HRIS/people-technology expert; often graduate education plus industry leadership. |
Skills
Focus-specific skills the role applies — the relevance layer beyond the occupational base.
- HRIS platform expertise
- Deep proficiency with at least one major HRIS platform (Workday, SAP SuccessFactors, Oracle HCM, ADP, UKG) including configuring business processes, building calculated fields, creating custom reports, and troubleshooting.
- Workday reporting
- Developing and maintaining simple to complex custom Workday reports (Advanced, Matrix, Composite) using Report Writer and BIRT, and scheduling/distributing reports.
- Workday integrations
- Building and managing integrations using EIB, Workday Studio, Packaged Integrations (CCB, CCW), PICOF, PECI, Core Connectors, and Document Transformation.
- Workday security configuration
- Understanding of Workday security roles, models, and domain security impacts, and managing security assignments.
- Business process configuration
- Designing and maintaining Workday business processes, condition rules, and notifications.
- Calculated fields
- Configuring advanced calculated fields and advising on field usage for consistency and alignment.
- SQL and data skills
- Using SQL for data queries and database management to support reporting and analysis.
- Advanced Excel
- Proficiency with pivot tables, lookups, and macros for data analysis.
- Requirements translation
- Translating HR business needs into system configurations, workflows, and reports without custom development.
- Data accuracy and integrity
- Ensuring accurate employee data and meeting data protection requirements.
- Integration and API knowledge
- Basic programming/scripting (Python, APIs) for custom report generation and system integration.
- Data visualization
- Building dashboards and reports using data visualization tools.
- SOX ITGC compliance
- Ensuring system controls meet SOX IT general controls compliance requirements.
Provenance
The evidence base behind this profile — every layer is sourced; quality is scored by an adversarial review panel (1–5; passes at ≥4 on the minimum dimension).
Level — P6 — Principal Professional
Top individual contributor; recognized authority with strategic impact, equivalent to a low executive level
- Scope
- Organization-wide architecture and the hardest problems
- Autonomy
- Defines direction; minimal oversight
- Complexity
- Strategic, open-ended problems shaping the technical future
- Impact
- Organization-wide
- Decision rights
- Sets technical strategy for a major area
- Leadership
- Recognized authority; multiplies many teams
- Typical experience
- 12–18 yrs
Adjacent roles
Nearest roles by structural coordinates (level + taxonomy). Distance 0 → 1; each carries its 3-state match band. How coordinates work → · Compare side-by-side →
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O*NET / SOC
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