Job Description

General Motors is seeking a Senior Workday Functional Analyst with strong expertise in Workday Core HCM, Offboarding, Terminations, and Business Process configuration to support and enhance our Workday environment. This role will have a strong focus on the employee separation lifecycle, including voluntary and involuntary terminations, offboarding activities, rescinds and corrections, security access, notifications, and downstream impacts to HR and Payroll processes.

The ideal candidate will have hands-on experience configuring and supporting Workday Termination and Offboarding Business Processes, troubleshooting complex separation scenarios, and partnering with HR, Payroll, Benefits, Security, and IT teams to ensure employee exits are processed accurately, securely, and efficiently.

Key Responsibilities

• Configure, maintain, and enhance Workday Core HCM, with a strong focus on Termination, Offboarding, End Employment, and employee separation processes.
• Configure and support the Termination Business Process, including initiation, routing, approvals, condition rules, validations, notifications, To Dos, integrations, and Business Process Security Policies.
• Configure and maintain Workday Offboarding processes and journeys, including tasks assigned to employees, managers, HR, Payroll, IT, Security, and other applicable stakeholders.
• Support voluntary and involuntary termination scenarios, ensuring appropriate routing and processing based on termination reason, worker type, organization, location, and other business requirements.
• Troubleshoot complex termination and offboarding issues, including incorrect effective dates, termination dates, last day of work, pay-through dates, reason codes, eligibility rules, and incomplete or incorrectly routed tasks.
• Support rescinding, correcting, and reprocessing termination events while evaluating the impact on employee data and downstream processes.
• Analyze the downstream impact of termination transactions on Payroll, Benefits, Compensation, Time Tracking, Absence, Security, Recruiting, and integrations.
• Partner with Payroll and Benefits teams to ensure termination events appropriately trigger or support final pay, benefit termination, time-off processing, and other separation-related activities.
• Partner with Security and IT teams to support appropriate system access removal, account deactivation, equipment return, and other access-related offboarding activities.
• Configure and maintain termination-related notifications, alerts, questionnaires, documents, To Dos, and approval steps.
• Maintain and enhance termination reasons, sub-reasons, eligibility rules, validation rules, and condition rules supporting different employee populations and separation scenarios.
• Support employee lifecycle transactions associated with offboarding, including End Contingent Worker Contract and other worker separation events, where applicable.
• Review and troubleshoot stuck, incomplete, cancelled, rescinded, or incorrectly routed termination and offboarding Business Processes.
• Develop and utilize Workday reports and calculated fields to monitor upcoming and completed terminations, outstanding offboarding activities, process exceptions, and data quality.
• Perform testing for termination and offboarding enhancements, including unit testing, regression testing, negative testing, and end-to-end employee separation scenarios.
• Support Workday production issues and serve as a Tier escalation contact for complex Core HCM, Termination, and Offboarding issues.
• Review automatically available functionality delivered through Workday R1/R2 releases, assess impacts to termination and offboarding processes, and support regression testing.
• Review and disposition setup-required functionality delivered through Workday releases and coordinate configuration changes where appropriate.
• Partner with HR, Payroll, Benefits, Security, IT, and other stakeholders to gather requirements and implement scalable improvements to employee separation processes.
• Build and maintain strong relationships with HR leaders, IT professionals, functional teams, and end users.

Qualifications

• 4+ years of Workday functional experience, preferably supporting Workday Core HCM in a large enterprise environment.
• Strong hands-on experience configuring and supporting Workday Termination and Offboarding Business Processes.
• Demonstrated experience supporting voluntary and involuntary terminations and complex employee separation scenarios.
• Strong knowledge of Workday Core HCM and the Workday Business Process Framework.
• Experience configuring BP routing, approvals, condition rules, validations, notifications, To Dos, questionnaires, and Business Process Security Policies.
• Experience troubleshooting termination effective dates, reason codes, rescinds, corrections, and downstream process impacts.
• Understanding of termination dependencies across Payroll, Benefits, Absence, Time Tracking, Compensation, Security, and integrations.
• Experience with Workday reporting and calculated fields used to monitor termination and offboarding activity.
• Ability to troubleshoot complex Business Process, configuration, security, and employee data issues.
• Strong understanding of HR employee lifecycle and separation processes and associated best practices.
• Strong written and verbal communication, analytical, documentation, and stakeholder management skills.
• Familiarity with Workday configuration deployment tools, including Tenant Compare, Configuration Change Tracker/Extracts, and Object Transporter (OX).

Preferred Experience

• Experience with termination-related EIBs, mass data processing, reporting, and data validation.
• Experience troubleshooting termination impacts on final payroll, benefits eligibility, time off, security access, and downstream integrations.
• Exposure to Payroll, Benefits, Absence, Time Tracking, Compensation, Recruiting, and Workday Security.
• Experience working in Agile or large enterprise HRIS environments.
• Workday certification in Core HCM and/or other relevant Workday modules.

GM does not provide immigration-related sponsorship for this role. Do not apply for this role if you will need GM immigration sponsorship now or in the future. This includes direct company sponsorship, entry of GM as the immigration employer of record on a government form, and any work authorization requiring a written submission or other immigration support from the company (e.g., H1-B, OPT, STEM OPT, CPT, TN, J-1, etc). This role is based remotely, but if the selected candidate lives within a specific mile radius of a GM hub, they will be expected to report to the location three times a week {or other frequency dictated by your manager}. This job is not eligible for relocation benefits. Any relocation costs would be the responsibility of the selected candidate.

About GM

Our vision is a world with Zero Crashes, Zero Emissions and Zero Congestion and we embrace the responsibility to lead the change that will make our world better, safer and more equitable for all.

Why Join Us 

We believe we all must make a choice every day – individually and collectively – to drive meaningful change through our words, our deeds and our culture. Every day, we want every employee to feel they belong to one General Motors team.

Benefits Overview

From day one, we're looking out for your well-being–at work and at home–so you can focus on realizing your ambitions. Learn how GM supports a rewarding career that rewards you personally by visiting Total Rewards resources.

Non-Discrimination and Equal Employment Opportunities (U.S.)

General Motors is committed to being a workplace that is not only free of unlawful discrimination, but one that genuinely fosters inclusion and belonging. We strongly believe that providing an inclusive workplace creates an environment in which our employees can thrive and develop better products for our customers.

All employment decisions are made on a non-discriminatory basis without regard to sex, race, color, national origin, citizenship status, religion, age, disability, pregnancy or maternity status, sexual orientation, gender identity, status as a veteran or protected veteran, or any other similarly protected status in accordance with federal, state and local laws. 

We encourage interested candidates to review the key responsibilities and qualifications for each role and apply for any positions that match their skills and capabilities. Applicants in the recruitment process may be required, where applicable, to successfully complete a role-related assessment(s) and/or a pre-employment screening prior to beginning employment. To learn more, visit How we Hire.

Accommodations

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