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We are seeking a Senior Workday Analyst with deep expertise across all Workday Finance modules to support, optimize, and evolve our financial systems. This role partners closely with Finance, Accounting, Procurement, and IT teams to translate business requirements into scalable Workday configurations and drive continuous improvement across the platform.

Essential Job Functions:

- Serve as the subject matter expert for Workday Financials, including Core Financials, Accounts Payable, Accounts Receivable, Procurement, Expenses, Banking & Settlement, and Business Assets.

- Gather, analyze, and document business requirements; translate them into functional designs and Workday configurations.

- Lead configuration, testing, and deployment of Workday Finance enhancements, bi-annual releases, and new module implementations.

- Design and maintain Workday financial reports, calculated fields, dashboards, and composite reports.

- Troubleshoot production issues, perform root-cause analysis, and deliver timely resolutions.

- Develop and maintain integrations (EIBs, Core Connectors, Workday Studio) between Workday and upstream/downstream systems is a strong plus.

- Support month-end, quarter-end, and year-end close processes within Workday.

- Create and maintain security roles, business process configurations, and approval workflows.

- Drive data quality and governance across financial master data (chart of accounts, suppliers, customers, spend categories).

- Mentor junior analysts and serve as a resource for cross-functional teams adopting Workday Finance capabilities.

- Module Depth: Demonstrated expertise across multiple Workday Finance areas:

• Core Financials (General Ledger, Journal Entries, Accounting Rules)
• Accounts Payable & Supplier Management
• Accounts Receivable & Customer Management
• Procurement & Sourcing
• Expenses
• Business Assets
• Banking & Settlement
• Projects

-Workday Adaptive Planning: Experience configuring or supporting Workday Adaptive Planning for budgeting, forecasting, and financial modeling is a strong plus.

-Implementation Experience: Participation in at least one full-lifecycle Workday Finance implementation or large-scale tenant migration.

-Accounting Knowledge: Working knowledge of GAAP/IFRS and how accounting standards translate into Workday configuration.

-Tenant Management: Experience managing multiple Workday tenants (production, sandbox, implementation) and coordinating release cycles.

-Change Management: Familiarity with organizational change management methodologies related to system rollouts.

* R, Python and PowerBI are preferred. *

Other Responsibilities:

• Other responsibilities/projects as assigned.

Education/Experience Requirements:

• Bachelor's degree in Finance, Mathematics, Operations Research, Computer Science, with a minimum of five (5) experience writing complex SQL queries working with relational databases, or equivalent combination of education and experience. Master's degree is desirable
• Experience working with analysts in a research/modeling environment that leverages tools such as R and/or Python
• Extensive experience with visualization and business analytic tools such as PowerBI, Tableau, Cognos Analytics, VBA, Dataiku, Domino etc.
• Experience with business process mapping and requirements gathering/documentation skills
• Experience building analytics solutions for infrastructure, operations and/or application delivery teams desirable
• Ability to work as an individual contributor and collaborator in a fast-paced proof of concept development environment
• Excellent communication skills
• Ability to explain technical concepts to a variety of audiences.

Work Conditions:

• Hybrid work environment, with defined in-person presence requirements.
• Extended hours outside normal business hours may be required
• Use of corporate PC (provided by FINRA).
• Exciting, hands-on, challenging position and success-oriented work environment.

For work that is performed in CO, FL, TX, IL, PA, MA, MD, VA, Washington, DC, NY and NJ, please refer to the chart below for the salary range for the corresponding location. FINRA complies with all state and local pay transparency laws and regulations requiring the disclosure of salary ranges for the position. In addition to location, actual compensation is based on various factors, including but not limited to, the candidate's skill set, level of experience, education, and market considerations.

CO/FL/TX: Minimum Salary $97,700, Maximum Salary $176,100

IL/PA: Minimum Salary $107,500, Maximum Salary $194,100

MA/MD/VA/Washington, DC: Minimum Salary $112,300 Maximum Salary $202,500

NY/NJ: Minimum Salary $112,300, Maximum Salary $211,400

#LI-Hybrid

To be considered for this position, please submit an application. Applications are accepted on an ongoing basis.

The information provided above has been designed to indicate the general nature and level of work of the position. It is not a comprehensive inventory of all duties, responsibilities and qualifications required.

Please note: If the "Apply Now" button on a job board posting does not take you directly to the FINRA Careers site, enter www.finra.org/careers into your browser to reach our site directly.

Employees may be eligible for a discretionary bonus in addition to base pay. Non-exempt employees are also eligible for overtime pay in accordance with federal, state, or local law. As part of its dedication to employee wellness, FINRA provides comprehensive health, dental and vision insurance. Additional insurance includes basic life, accidental death and dismemberment, supplemental life, spouse/domestic partner and dependent life, and spouse/domestic partner and dependent accidental death and dismemberment, short- and long-term disability, long-term care, business travel accident, disability and legal. FINRA offers immediate participation and vesting in a 401(k) plan with company match and eligibility for participation in an additional FINRA-funded retirement contribution, tuition reimbursement, commuter benefits, and other benefits that support employee wellness, such as adoption assistance, backup family care, surrogacy benefits, employee assistance, and wellness programs.

Time Off and Paid Leave*

FINRA encourages its employees to focus on their health and wellness in many ways, including through a generous time-off program of 15 days of paid time off, 5 personal days and 9 sick days, unless otherwise required by law (all pro-rated in the first year). Additionally, we are proud to support our communities by providing two volunteer service days (based on full-time schedule). Other paid leave includes military leave, jury duty leave, bereavement leave, voting and election official leave for federal, state or local primary and general elections, care of a family member leave (available after 90 days of employment); and childbirth and parental leave (available after 90 days of employment). Full-time employees receive nine paid holidays.

*Based on full-time schedule

Important Information

FINRA's Code of Conduct imposes restrictions on employees' investments and requires financial disclosures that are uniquely related to our role as a securities regulator. FINRA employees are required to disclose to FINRA all brokerage accounts that they maintain, and those in which they control trading or have a financial interest (including any trust account of which they are a trustee or beneficiary and all accounts of a spouse, domestic partner or minor child who lives with the employee) and to authorize their broker-dealers to provide FINRA with duplicate statements for all of those accounts. All of those accounts are subject to the Code's investment and securities account restrictions, and new employees must comply with those investment restrictions-including disposing of any security issued by a company on FINRA's Prohibited Company List or obtaining a written waiver from their Executive Vice President-by the date they begin employment with FINRA. Employees may only maintain securities accounts that must be disclosed to FINRA at one or more securities firms that provide an electronic feed (e-feed) of data to FINRA, and must move securities accounts from other securities firms to a firm that provides an e-feed within three months of beginning employment.

You can read more about these restrictions here.

As standard practice, employees must also execute FINRA's Employee Confidentiality and Invention Assignment Agreement without qualification or modification and comply with the company's policy on nepotism.

Search Firm Representatives

Please be advised that FINRA is not seeking assistance or accepting unsolicited resumes from search firms for this employment opportunity. Regardless of past practice, a valid written agreement and task order must be in place before any resumes are submitted to FINRA. All resumes submitted by search firms to any employee at FINRA without a valid written agreement and task order in place will be deemed the sole property of FINRA and no fee will be paid in the event that person is hired by FINRA.

FINRA is an Equal Opportunity Employer

All qualified applicants receive consideration for employment without regard to any legally protected category, including race, color, age, national origin, ethnicity, religion, disability, genetic information, military or veteran status, sex, or any other status or classification protected by state or local law.

FINRA strives to make our career site accessible to all users. If you need a disability-related accommodation for completing the application process, please contact FINRA's Employee Relations team at 240-386-4865 or by email at EmployeeRelations@FINRA.org. Please note that this process is exclusively for inquiries regarding accommodations in the application process.

FINRA abides by the requirements of 41 CFR 60-741.5(a). This regulation prohibits discrimination against qualified individuals on the basis of disability and requires affirmative action by covered prime contractors and subcontractors to employ and advance in employment qualified individuals with disabilities.

FINRA abides by the requirements of 41 CFR 60-300.5(a). This regulation prohibits discrimination against qualified protected veterans and requires affirmative action by covered prime contractors and subcontractors to employ and advance in employment qualified protected veterans.

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