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# Workday Analyst

- **Company:** NuScale Power Corporation
- **Location:** Seattle, United States
- **Experience:** Expert
- **Salary:** $140,000.0 - $160,000.0
- **Contract:** Permanent contract
- **Skills:** Systems Engineering, Business Process Modeling, Data Governance, Human Resources Information System (HRIS), Release Management, Software Requirements Analysis, Workday HCM, Workday
- **Published:** September 4, 2026
- **Apply:** https://startup.jobs/senior-workday-analyst-nscale-8718902

## About the Role

* 8+ years in HRIS or People systems roles, with direct Workday experience. Certification is a plus, not required.
 * Solid grasp of HCM configuration, security groups, and business process design.
 * Maintains data accuracy and applies strong governance standards when managing the system.
 * Turns business needs into clear system requirements and communicates them effectively to stakeholders.
 * Can manage a platform independently and make steady improvements over time.
 * Comfortable using AI tools day-to-day to work faster.

## Description

The Senior Workday Analyst is responsible for Workday at Nscale - the system underpinning every People process as we scale rapidly across Europe, North America, and APAC. You'll set the direction for how the platform is configured, secured, and used. This role reports to the Director, People Tech.

What You'll Be Doing

 * Own the Workday roadmap: decide what gets built, in what order, and why, as the business scales globally.
 * Design and configure security groups, business processes, and core HCM modules built to hold up as the company scales several times over.
 * Set the data governance and access control standards that will need to hold up under audit and compliance scrutiny as we scale.
 * Act as the key technical resource on Workday, balancing the trade-offs between speed, compliance, and long-term platform health.
 * Partner with the People Systems Engineer to design how Workday connects to every other system in the People stack.
 * Own platform stability and release management, and drive proactive improvements rather than just reacting to issues.
 * Advise the Director, People Tech and senior stakeholders directly on what Workday can and can't do, shaping how People processes get designed company-wide.


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