ABOUT GREYSTAR

Greystar is a leading, fully integrated global real estate platform offering expertise in property management, investment management, development, and construction services in institutional-quality rental housing. Headquartered in Charleston, South Carolina, Greystar manages and operates over $350 billion of real estate in more than 260 markets globally with offices throughout North America, Europe, South America, and the Asia-Pacific region. Greystar is the largest operator of apartments in the United States, managing over one million units/beds globally. Across its platforms, Greystar has nearly $79 billion of assets under management, including over $34 billion of development assets and over $36.5 billion of regulatory assets under management. Greystar was founded by Bob Faith in 1993 to become a provider of world-class service in the rental residential real estate business. To learn more, visit www.greystar.com.

JOB DESCRIPTION SUMMARY

The primary purpose and function of the Senior Workday Compensation Analyst is to lead the configuration, maintenance, and optimization of Workday Compensation and Advanced Compensation to support Greystar's global workforce of 30,000+ team members spanning 19 countries. This individual will bring a consulting mindset and exceptional technical depth to the role, serving as a senior functional expert with proven experience delivering full life cycle implementations of both the Compensation and Advanced Compensation modules. This individual will lead initiatives on behalf of the compensation team, regularly communicate with and provide updates to stakeholders across the organization, and ensure compensation programs, salary structures, bonus plans, and merit cycles are accurately configured and aligned with organizational strategy across all applicable Workday modules including HCM, Advanced Compensation, and alignment with Payroll. This role requires demonstrated success operating within a large, diverse, decentralized, and international organization.

JOB DESCRIPTION

• Lead full life cycle implementation of the Workday Compensation and Advanced Compensation modules, including requirements gathering, solution design, build, testing, deployment, and post-go-live support, applying a consulting mindset to advise stakeholders on best practices.

• Configure and maintain Workday Compensation and Advanced Compensation including salary plans, grade profiles, merit and bonus plan setup, stock plans, and compensation eligibility rules across a complex, multi-country environment.

• Lead initiatives on behalf of the compensation team, driving projects from scoping through completion and serving as a subject matter expert and mentor within the team.

• Communicate with and provide regular updates to global stakeholders (across Europe, APAC, LATAM and India) across HR, Payroll, Finance, and business leadership on project status, configuration decisions, and compensation cycle progress.

• Configure and maintain collective bargaining compensation setup and related pay structures across multiple countries, ensuring alignment with union agreements and country-specific requirements.

• Administer annual and off-cycle compensation review cycles, including worksheet configuration, approval workflow setup, and cycle launch and close activities.

• Partner with HR, Payroll, Finance, and Total Rewards teams to translate compensation program design into accurate Workday configurations that support operational consistency and data integrity.

• Maintain compensation data integrity by conducting regular audits of salary grades, compensation bands, worker compensation profiles, and plan assignments across the global organization.

Support the design, testing, and deployment of new compensation programs and enhancements within Workday, including requirements gathering, configuration, and user acceptance testing.

• Assist in the analysis and reporting of compensation data, building Workday reports and dashboards to support Total Rewards decision-making, pay equity reviews, and regulatory compliance requirements.

• Manage job profile and compensation grade maintenance, ensuring alignment between Workday configuration and organizational job architecture as roles evolve.

• Support internal and external audit activities by providing compensation-related data extracts, documenting configuration controls, and assisting with evidence gathering for compliance requirements.

• Monitor and respond to compensation-related tickets and inquiries, providing end-user troubleshooting and escalation support for issues across Workday Compensation modules.

• Assist in testing and validation of compensation configurations during Workday bi-annual releases and system updates, ensuring changes do not introduce unintended impacts to compensation processing.

• Collaborate with the broader HR Applications team to identify recurring compensation process issues, configuration gaps, and opportunities to improve compensation cycle efficiency and scalability.

• Maintain accurate compensation documentation including configuration guides, process runbooks, and compensation plan inventories to support knowledge sharing and audit readiness.

• Support training efforts by helping educate HR, managers, and business users on Workday compensation processes, merit cycle participation, and compensation program best practices.

Other Responsibilities:

• Completes various human resources, technology, administrative, and other reports and analysis, and performs other duties as assigned or as necessary.

Organizational Responsibilities:

• Follows established policies and procedures by monitoring and ensuring compliance with regulatory requirements, organizational standards, and operational processes related to area(s) of responsibility and reporting violations or infractions to appropriate individual(s).

• Practices proper safety techniques in accordance with Company, property, and departmental policies, procedures, and standards.

• Identifies areas for improvement and offers suggestions to improve efficiency and productivity.

• Keeps abreast of current changes in technology, processes, and standards within the industry and area(s) of responsibility by attending internal and external training classes, research and/or subscribing to the internet or other professional publications or utilizing other appropriate method(s) to obtain business and professional information and applies knowledge and practices to area(s) of responsibility.

Working Conditions:

• Incumbents work in an office environment.

Physical Demands:

• Incumbents must be able to view computer screens and other electronic equipment, and reports for extended periods of time where visual strain may result.

• Incumbents must be able to push, pull, lift, carry, or maneuver weights of up to ten (10) pounds independently and twenty-five (25) pounds with assistance.

• Rare or occasional travel may be required to attend business meetings, training classes, or other situations necessary for the accomplishment of some or all of the daily responsibilities of this position.

Knowledge, Skills, Abilities:

• 5-10 years of experience at a Senior Analyst level administering Workday Compensation and Advanced Compensation in a large, diverse, decentralized, international organization is required.

• Strong hands-on knowledge of Workday compensation architecture, including compensation plans, grades, eligibility rules, merit and bonus cycle configuration, and compensation review workflows.

• Experience with Total Rewards program design principles and the ability to translate compensation strategies into Workday configurations.

• Demonstrated consulting mindset with exceptional technical skill, including the ability to advise stakeholders on leading practices, influence design decisions, and lead complex configuration efforts independently.

• Knowledge of collective bargaining compensation setup and configuration across multiple countries (including UK, Ireland, Spain, Netherlands, Australia etc.), including union pay structures and country-specific compliance requirements.

• Understanding of and experience with compensation compliance considerations and their application within Workday, including country-specific pay requirements and pay equity reporting.

• Deep understanding of core HCM and security preferred.

• Workday Extend experience a plus.

• Experience with EIB is a plus

• Prior experience with at least 2 full life cycle implementations of the Workday Compensation and Advanced Compensation modules, globally, is required.

• Strong analytical skills with the ability to interpret compensation data, identify discrepancies, and recommend corrective actions.

• Strong attention to detail with the ability to manage multiple priorities in a fast-paced environment.

• Effective communication skills with the ability to collaborate across HR, Finance, Payroll, and business teams.

• Ability to work in a diverse, fast-paced environment and effectively collaborate across global teams.

• Ability to work with Workday AI Agents

• College degree in human resources, business administration, finance, information technology, or related field, and/or equivalent experience is preferred.

Preferred Licenses or Certifications:

• Workday Pro Certification (Advanced Compensation, HCM, or related) preferred.

• Certified Compensation Professional (CCP) – preferred.

• Project Management (PMP) – nice to have

The salary range for this position is $130,000 - $140,000 USD Annually.

#LI-BB1

Additional Compensation:

Many factors go into determining employee pay within the posted range including business requirements, prior experience, current skills and geographical location.

• Corporate Positions: In addition to the base salary, this role may be eligible to participate in a quarterly or annual bonus program based on individual and company performance.
• Onsite Property Positions: In addition to the base salary, this role may be eligible to participate in weekly, monthly, and/or quarterly bonus programs.

Robust Benefits Offered*:

• Competitive Medical, Dental, Vision, and Disability & Life insurance benefits. Low (free basic) employee Medical costs for employee-only coverage.
• Generous Paid Time off. All new hires start with 15 days of vacation, 4 personal days, 10 sick days, and 11 paid holidays. Plus your birthday off after 1 year of service! Additional vacation accrued with tenure.
• For onsite team members, onsite housing discount at Greystar-managed communities are available subject to discount and unit availability.
• 6-Week Paid Sabbatical after 10 years of service (and every 5 years thereafter).
• 401(k) with Company Match up to 6% of pay after 6 months of service.
• Paid Parental Leave and lifetime Fertility Benefit reimbursement up to $10,000 (includes adoption or surrogacy).
• Employee Assistance Program.
• Critical Illness, Accident, Hospital Indemnity, Pet Insurance and Legal Plans.
• Charitable giving program and benefits.

*Benefits offered for full-time employees. For Union and Prevailing Wage roles, compensation and benefits may vary from the listed information above due to Collective Bargaining Agreements and/or local governing authority.

Greystar will consider for employment qualified applicants with arrest and conviction records.

Greystar is an equal opportunity employer and does not discriminate in employment on the basis of race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), national origin, age, disability, genetic information, military or veteran status, or any other characteristic protected by applicable law.

This position may be performed remotely anywhere within the United States except the state of Alaska.

Important Notice: Greystar will never request your banking details or other sensitive personal information during the interview process. Greystar does not conduct any interviews via text or messaging, and all communication will come from official Greystar email addresses (@greystar.com). If you receive suspicious requests, please report them immediately to AskHR@greystar.com.

ANTICIPATED CLOSING DATE

December 31, 2026

This date may be subject to change due to evolving business needs.