Principal Workday Analyst – Compensation & Talent

About this role

We anticipate the application window for this opening will close on - 28 Aug 2026   Careers that change lives start here. Medtronic is a global leader in healthcare technology with a Mission to alleviate pain, restore health, and extend life. Our 95,000 employees work across more than 150 countries to put patients first — developing innovative medical technologies that improve the lives of 72+ million patients each year. Your unique talents will help shape the future of healthcare while building a career grounded in purpose, growth, and impact.

A Day in the Life                     As a Principal Workday Support Analyst, you will be responsible for leading the Advanced Compensation domain, as well as, supporting the Talent Management & Performance functional areas. You will have a wide breadth of functional knowledge, specific expertise with using and maintaining systems, work with complex problems, issues and processes, and will lead key functional stakeholders through risk and impact analysis of Workday enhancements and change requests.

You will make decisions about system issues relating, but not limited to, business processes and system configuration, ensuring global compliance with business specifications, varied plan provisions, statutory requirements, and up-/down-stream impacts.  You will be required to combine Human Resource and specialized system knowledge working with HR Centers of Expertise, vendors and/or IT on activities related to designing, implementing, and maintaining core human resource technologies.

At Medtronic, we bring bold ideas forward with speed and decisiveness to put patients first in everything we do. This position is remote to enhance our competitive edge and expand our cross-functional collaboration efforts.

Responsibilities may include the following and other duties may be assigned.  • Designing and maintaining Advanced Compensation structures.

• Configuring and supporting Talent Management and Performance modules.

• Ensuring data integrity and compliance with company policies.

• Leading system upgrades and feature rollouts.

• Acting as a subject matter expert for Workday in compensation and talent domains.

Strategic Planning & Stakeholder Engagement • Meet with HR business partners and leadership to understand upcoming compensation cycles, talent reviews, and performance initiatives.

• Review and prioritize tickets and enhancement requests related to Advanced Compensation and Talent Management modules in Workday.

• Analyze business requirements for new compensation plans, bonus structures, or performance processes.

System Configuration & Optimization • Configure Workday Advanced Compensation plans (e.g., merit, bonus, stock) to meet business needs, ensuring compliance and accuracy.

• Update Talent Management & Performance templates for goal setting, review cycles, and feedback processes.

• Test new configurations and enhancements in the Workday sandbox environment, documenting results and issues.

Problem Solving & Support • Troubleshoot and resolve complex issues related to compensation calculations, eligibility rules, and talent review workflows.

• Respond to user inquiries from HR, managers, and employees regarding system functionality or data discrepancies.

• Monitor ongoing processes (e.g., compensation cycles, performance reviews) for errors or bottlenecks.

Reporting & Continuous Improvement • Collaborate with IT and other Workday analysts to implement integrations or data flows between Workday and other systems.

• Research Workday community updates and best practices to recommend improvements for existing processes.

Documentation & Knowledge Sharing • Document system changes, configuration decisions, and lessons learned for future reference and audit purposes.

• Coach and mentor junior team members by providing continuous guidance, mentorship, and technical coaching to upskill junior team members.

• Provide training and guidance to HR team members and end-users on new features or process changes.

• Plan for upcoming releases and identify opportunities to leverage new Workday functionality.

MUST HAVE • Bachelor’s degree with 7+ years of Human Capital Management systems to include Workday Advanced Compensation configuration experience, or advanced degree with a minimum of 5 years Human Capital Management systems to include Workday configuration experience

  NICE TO HAVE • Talent Management configuration experience

• Bachelor’s degree in Human Resources or Information Systems

• Experience working with HR systems and desirably, Workday Pro or Partner certification

• Experience implementing Workday

• Experience working cross-functionally

• Demonstrated critical thinking, ability to collaborate, analyze data & systems, generate ideas, and set high standards focusing on the customer while fostering diversity & inclusion in everything that you do.

• Strong communicator & problem solver with the ability to handle multiple competing priorities.

• Strong attention to detail and possess a technical aptitude.

• Strong written and verbal communication skills

For Baccalaureate degrees earned outside of the United States, a degree that satisfies the requirements of 8 C.F.R. § 214.2(h)(4)(iii)(A) is required.

Physical Job Requirements

The above statements are intended to describe the general nature and level of work being performed by employees assigned to this position, but they are not an exhaustive list of all the required responsibilities and skills of this position. 

The physical demands described within the Responsibilities section of this job description are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. For Office Roles: While performing the duties of this job, the employee is regularly required to be independently mobile. The employee is al

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