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# Sr Manager, HCM Technology (Workday)

- **Company:** Insmed
- **Location:** Bridgewater, NJ, United States (Remote available)
- **Experience:** Expert
- **Salary:** $133,000.0
- **Contract:** Permanent contract
- **Skills:** Artificial Intelligence, Data Analysis, JIRA, Data Auditing, Data Retention, Decision Support Systems, Issue Tracking Systems, IP Addressing, Oracle (Applications), Workday Integrations, Systems Integration, Web Services, Workday Training, Automated Data Processing (ADP), Workday HCM, Matrix Reports, Workday Security, HR Software, Workday Business Process, Integration Tests, Information Technology, Workday Advanced Compensation, Integration Frameworks, EIB, Workday Reporting, Workday, Servicenow
- **Published:** June 16, 2026
- **Apply:** https://www.juju.com/job/00000000g8l3e0

## About the Role

You have a minimum of a Bachelors degree in Computer Science, Information Technology, Business, or a related discipline required. Master's degree or MBA, preferred.

You are or you have:

10+ years of hands-on experience with Workday, including full lifecycle implementations, solution design, configuration, and ongoing production support.

Functional expertise across multiple Workday modules, including Core HCM/Onboarding, Advanced Compensation, Time & Absence, Learning, Performance & Talent, Security, and Recruiting; Workday certification(s) preferred.

Strong experience in Workday solution architecture, partnering with functional and technical teams to design scalable, sustainable solutions aligned with Workday best practices.

Deep expertise in Workday Business Process Framework (BPF), including configuration of condition and validation rules, approvals, notifications, and process optimization.

Experience with Workday integrations, including EIB, Core Connectors, Studio, and Web Services, would be a plus.

Proficiency in Workday Reporting & Analytics, including Advanced, Composite, and Matrix reports, dashboards, calculated fields, and data auditing.

Good understanding of Workday Security, including domain and business process security policies, role-based access, user-based security groups, and audit and compliance controls.

In-depth understanding of Workday tenant management, migration, release and case management.

Experience supporting global Workday deployments, including multi-country HCM considerations, localization, and regulatory compliance.

Understanding data privacy and PII management within Workday, including GDPR considerations, data retention policies, audit reporting, and access controls will be a strong plus.

Experience with HCM roadmap planning, intake and prioritization, governance frameworks, and executive-level decision support will be a strong plus.

Nice to have (but not required):

Knowledge of additional systems such as ADP / other payroll systems, ServiceNow /Jira / ticketing systems, Oracle / Financial applications, Concur / Expense Travel Management, HR service delivery applications, Hired Score, Candidate Relationship Management etc.

Experience with Agile project management methodologies and IT Service Management processes.

Expertise integrating AI use cases in HCM applications.

Where You'll Work

This is a hybrid role based out of our Bridgewater, NJ office. You'll have the option to work remotely most of the time, with in-person collaboration when it matters most.

## Description

The HCM Solutions Architect is a senior individual contributor responsible for supporting the strategy, delivery, and continuous improvement of the organization's Human Capital Management technology ecosystem, with Workday as the primary platform. This role leads HCM projects and initiatives end-to-end, translates complex business requirements into scalable Workday solutions, and serves as a senior subject matter expert on platform capabilities, roadmap prioritization, and adoption of emerging HR technology.

This is a hands-on role that includes oversight on the design, configuration, and implementation of new Workday functionality and system enhancements. The individual partners closely with HR and cross-functional stakeholders to shape and deliver solutions and engages external AMS providers and system integrators to drive execution and quality.

What You'll Do:

In this role, you'll have the opportunity to l ead end-to-end Workday solution design across Core HCM, Recruiting & Onboarding, Advanced Compensation, Talent & Performance, Time & Absence, Security, Reporting, and third-party integrations. You will also:

Translate complex business requirements into technical specifications for integrations, security configuration, and report development; drive iterative scoping, build, and stakeholder validation.

Ensure solutions align with Workday best practices, Business Process Framework (BPF) standards, and long-term platform scalability. Maintain comprehensive documentation covering requirements, design decisions, configuration, testing criteria, and deployment specifications.

Act as a primary contact for Workday activities and provide expert guidance/consultation on Workday best practice-based solutions.

Oversee stable, secure, and compliant operation of Workday and integration with connected systems.

Lead incident and root-cause resolution for critical and high-priority issues in collaboration with AMS and internal teams.

Manage functional and integration testing in collaboration with internal / external partners where applicable. Guide users through UAT. Ensure mass loads in system are performed with established ensure mass data loads follow established validation protocols.

Lead year-end and regular operational activities not limited to credential updates, IP address and encryption key updates.

Support governance forums and prioritize enhancement backlog and plans releases in partnership with the Director and HR stakeholders.

Manage relationships with Workday AMS provider, system integrators, and vendors to manage deliverables. hold external partners accountable to quality, timelines, and cost targets.

Ensure compliance with internal data security and privacy requirements, as well as federal/state regulations and SOX guidelines and support in SOX audit activities. Control and audit access to sensitive employee data in Workday including integration data; oversee requests for role-based access and user-based security groups and enforce compliance with GDPR, PII management standards, and internal data governance policies., 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.

Unsolicited resumes from agencies should not be forwarded to Insmed. Insmed will not be responsible for any fees arising from the use of resumes through this source. Insmed will only pay a fee to agencies if a formal agreement between Insmed and the agency has been established. The Human Resources department is responsible for all recruitment activities; please contact us directly to be considered for a formal agreement.

Insmed is committed to providing access, equal opportunity, and reasonable accommodation for individuals with disabilities in employment, its services, programs, and activities. To request reasonable accommodation to participate in the job application or interview process, please contact us by email at TotalRewards@insmed.com and let us know the nature of your request and your contact information. Requests for accommodation will be considered on a case-by-case basis. Please note that only inquiries concerning a request for reasonable accommodation will be responded to from this email address.

Applications are accepted for 5 calendar days from the date posted or until the position is filled.

For New York City Residents:

To assist in identifying candidates with qualifications matching those required and/or preferred for this role, Insmed uses an Automated Employment Decision Tool ("AEDT") that employs artificial intelligence to analyze and score information provided in resumes and application materials including, but not limited to, skills, work experience, education, and job-related qualifications. The AEDT does not make final hiring decisions and all final hiring decisions are subject to human oversight and/or review.


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