Sr. Workday Compensation Analyst

We are Lennar   Lennar is one of the nation's leading homebuilders, dedicated to making an impact and creating an extraordinary experience for their Homeowners, Communities, and Associates by building quality homes and providing exceptional customer service, giving back to the communities in which we work and live in, and fostering a culture of opportunity and growth for our Associates throughout their career. Lennar has been recognized as a Fortune 500® company and consistently ranked among the top homebuilders in the United States. A Career that Empowers You to Build Your Future Lennar is seeking a Senior Workday Analyst to own the configuration and operation of Workday Compensation and Advanced Compensation, serving as the technical counterpart to Total Rewards. Compensation is unforgiving — eligibility rules, plan assignments, and calculation logic must be right the first time. This role is for someone who has personally configured and run annual compensation cycles end to end, not only supported them.

Compensation Configuration Serve as the primary configurator and SME for Workday Compensation and Advanced Compensation. Design, configure, test, and maintain compensation packages, grades, grade profiles, ranges, plans (salary, hourly, allowance, bonus, merit, stock), and eligibility rules. Maintain compensation review processes, statements, scorecards, and worksheet configuration, including compensation basis and calculated fields. Keep grades, ranges, and eligibility aligned to job profiles and job levels in partnership with the Job Architecture analyst. Configure compensation business processes, approval routing, and condition rules consistent with delegation of authority. Support market and structure updates, including annual range adjustments and geographic differentials. Annual & Off-Cycle Compensation Events Own technical delivery of the annual cycle: build the compensation review event, validate eligibility, load budget pools, launch, and support managers and HR through review. Develop and execute the cycle test plan, validating eligibility, proration, targets, guidelines, and statement accuracy prior to launch. Coordinate the cycle calendar with Total Rewards, HR Operations, and Payroll, including cutoffs, freeze windows, and activation milestones. Manage post-cycle activation, statement release, payroll integration validation, and audit reporting. Support off-cycle activity — promotions, market adjustments, one-time payments, bonus payouts, and equity refresh. Run a retrospective after each cycle and drive the resulting improvements. Reporting, Release & Support Build advanced custom reports, calculated fields, matrix reports, and dashboards for compensation analysis, cycle monitoring, and pay equity review. Maintain audit reports that surface out-of-range salaries, missing plan assignments, and ineligible participants. Prepare and execute EIB and mass-change compensation loads with validation and reconciliation controls. Assess and regression test Workday releases for compensation impacts; validate compensation-related integrations to payroll and downstream systems. Provide tier-two and tier-three support to Total Rewards, HR Operations, and Payroll; maintain configuration documentation and cycle runbooks.

Bachelor's degree in HR, Business, Finance, Information Systems, or a related field, or equivalent professional experience. Six or more years of HRIS experience, including at least four years of hands-on Workday configuration. Demonstrated configuration ownership of Workday Compensation and Advanced Compensation — packages, grades, ranges, plans, and eligibility rules. Experience configuring and running at least two full annual compensation cycles (merit and bonus) in Workday, through activation. Strong Workday advanced reporting, calculated fields, and EIB skills. Solid grasp of compensation concepts: salary structures, market pricing, proration, targets