Medtronic · Minneapolis, Minnesota, United States of America ·
Principal Workday analyst designing and maintaining compensation structures and talent modules for Medtronic’s HR systems, ensuring compliance and data integrity across global teams.
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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.
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 also required to interact with a computer, and communicate with peers and co-workers. Contact your manager or local HR to understand the Work Conditions and Physical requirements that may be specific to each role.
U.S. Work Authorization & Sponsorship
At Medtronic, we are committed to fostering an environment where employees can thrive and make a meaningful impact. In alignment with our enterprise-wide workforce planning approach, U.S. work authorization sponsorship (H-1B, TN, J, etc.) is offered exclusively for Principal-level roles and above, where specialized expertise aligns with long-term business needs. Roles below the Principal level require candidates to possess unrestricted U.S. work authorization at the time of hire and for the duration of employment.
Recruitment Fraud Alert
We are aware of phishing scams targeting job seekers. Please keep the following in mind:
Apply only through official Medtronic channels. All legitimate Medtronic recruiting communications come from approved Medtronic platforms and official @medtronic.com email addresses.
Medtronic will never ask for payment or sensitive personal information (such as bank account or Social Security details) during early stages of the hiring process. Any such requests are not legitimate.
If you receive a suspicious message claiming to be from Medtronic, do not respond, click links, or open attachments.
If you have any questions, concerns regarding the authenticity of a communication alleged to have been made by or on behalf of Medtronic, please contact us immediately at [email protected].
Medtronic offers a competitive Salary and flexible Benefits Package
A commitment to our employees lives at the core of our values. We recognize their contributions. They share in the success they help to create. We offer a wide range of benefits, resources, and competitive compensation plans designed to support you at every career and life stage.
This position is eligible for a short-term incentive called the Medtronic Incentive Plan (MIP).The base salary range is applicable across the United States, excluding Puerto Rico and specific locations in California. The offered rate complies with federal and local regulations and may vary based on factors such as experience, certification/education, market conditions, and location. Compensation and benefits information pertains solely to candidates hired within the United States (local market compensation and benefits will apply for others).
The following benefits and additional compensation are available to those regular employees who work 20+ hours per week: Health, Dental and vision insurance, Health Savings Account, Healthcare Flexible Spending Account, Life insurance, Long-term disability leave, Dependent daycare spending account, Tuition assistance/reimbursement, and Simple Steps (global well-being program).
The following benefits and additional compensation are available to all regular employees: Incentive plans, 401(k) plan plus employer contribution and match, Short-term disability, Paid time off, Paid holidays, Employee Stock Purchase Plan, Employee Assistance Program, Non-qualified Retirement Plan Supplement (subject to IRS earning minimums), and Capital Accumulation Plan (available to Vice Presidents and above, or subject to IRS earning minimums).
Regular employees are those who are not temporary, such as interns. Temporary employees are eligible for paid sick time, as required under applicable state law, and the Employee Stock Purchase Plan. Please note some of the above benefits may not apply to workers in Puerto Rico.
Further details are available at the link below:
Medtronic benefits and compensation plans
It is the policy of Medtronic to provide equal employment opportunity (EEO) to all persons regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, creed, gender, sex, sexual orientation, gender identity and/or expression, genetic information, marital status, status with regard to public assistance, veteran status, or any other characteristic protected by federal, state or local law. In addition, Medtronic will provide reasonable accommodations for qualified individuals with disabilities.
If you are applying to perform work for Medtronic, Inc. (“Medtronic”) in any position which will involve performing at least two (2) hours of work on average each week within the unincorporated areas of Los Angeles County, you can find here a list of all material job duties of the specific job position which Medtronic reasonably believes that criminal history may have a direct, adverse and negative relationship potentially resulting in the withdrawal of a conditional offer of employment. Medtronic will consider for employment qualified job applicants with arrest or conviction records in accordance with the Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act.
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