HealthEquity

Compensation

Full Description

Our Mission Our mission is to SAVE AND IMPROVE LIVES BY EMPOWERING HEALTHCARE CONSUMERS. Come be part of remarkable. Overview How you can make a difference This is a rare opportunity to own and shape the future of Talent and Performance at HealthEquity. We are fundamentally re‑architecting how People programs are designed and delivered. As the Sr Workday Tech Lead – Talent & Performance, you will be the strategic owner and hands‑on builder for Performance, Goals, Succession, Skills, and performance‑related Compensation enablement within Workday. You will sit at the intersection of Talent strategy and platform execution, ensuring our most critical People programs are designed with technology in mind from day one—not retrofitted later. This role exists because our Talent programs are among the People Team’s biggest long‑term bets. We are looking for someone who doesn’t just configure Workday, but who thinks like a platform owner—someone who understands how today’s design decisions affect scalability, data integrity, user experience, and future capability years down the road. You will partner deeply with Talent and Total Rewards COEs and People leadership, engaging early in program design to shape initiatives before they hit the system. You’ll bring strong Workday judgment into conversations where performance outcomes, talent decisions, and compensation processes intersect—helping leaders understand what’s possible, what’s risky, and how to build solutions that last. Success in this role means Workday enables our Talent strategy rather than constraining it. It means our performance and talent programs are trusted, adopted, and able to evolve without constant rework. What you’ll be doing Own the strategic evolution and end‑to‑end delivery of Performance, Goals, Succession, Skills, and performance‑related Compensation domains within Workday Act as the primary technology thought partner to Talent and Total Rewards COEs, engaging early in program design to influence direction—not just execution Translate Talent and Rewards strategy into durable, well‑governed Workday solutions that balance experience, compliance, and long‑term platform health Lead the design, configuration, testing, and deployment of Talent and Compensation functionality with a clear owner mindset Bring a product and platform lens to decisions—anticipating downstream impacts, cross‑module dependencies, and future use cases Proactively identify opportunities to leverage existing and emerging Workday capabilities to strengthen Talent and Performance programs Own the intersection of performance outcomes and compensation enablement, partnering closely with Total Rewards while not owning pay philosophy Ensure Talent configuration integrates cleanly with Core HCM, Reporting, and TMX (experience) layers Push back thoughtfully when short‑term program decisions introduce long‑term risk, rework, or technical debt Partner with other People Technology domain owners to deliver a cohesive, end‑to‑end platform experience Monitor platform health, adoption, and feedback to guide continuous improvement Help define and uphold People Technology standards and governance as the platform continues to mature What you will need to be successful Hands‑on experience configuring Workday Talent and/or Compensation modules (this is an owner‑builder role) Experience partnering with Talent COEs, Total Rewards, or People leadership on enterprise‑scale programs Strong systems and product‑thinking mindset—you think beyond the immediate request to the full platform impact Demonstrated ability to own a domain, not just execute tickets or requirements Comfort influencing upstream program design while staying grounded in execution realities Ability to articulate tradeoffs, risks, and lessons learned from prior Workday implementations or major platform changes Strong judgment around when to customize and when not to, with an eye toward long‑term maintainability Confidence collaborating in a remote environment, building trust and momentum without relying on proximity Clear communicator who can engage credibly with senior leaders and COE partners Experience balancing hands‑on configuration with strategic ownership Experience owning post‑implementation evolution of Workday modules (not just go‑lives) Workday Talent and/or Compensation certification preferred Additional Workday certifications (Performance, Succession, Skills) preferred #LI-Remote This is a remote position. Salary Range $104,500.00 To $136,000.00 / year Benefits & Perks The actual compensation offer is determined based on job-related knowledge, education, skills, experience, and work location. This position will be eligible for performance-based incentives as part of the total compensation package, in addition to a full range of benefits including: Medical, dental, and vision HSA contribution and match Dependent care FSA match Uncapped paid time off Paid parental leave 401(k) match Personal and healthcare financial literacy programs Ongoing education & tuition assistance Gym and fitness reimbursement Wellness program incentives Onboarding & Travel This is a remote role, with an in-person onboarding training component. New team members must participate in Trailhead, HealthEquity’s immersive onboarding experience Trailhead is designed to foster meaningful connections, support your integration into the organization, and equip you with a strong understanding of our business. Trailhead participation is a key expectation of this role. Trailhead is held onsite at our headquarters once per quarter. HealthEquity covers all required travel and accommodations. This role may begin with a virtual, self-paced onboarding experience, followed by a mandatory onsite Trailhead session at a later date. HealthEquity is committed to providing reasonable accommodations to team members with qualifying disabilities. Should you be selected for this role and require an accommodation, we will put you in touch with our Benefits Team so you can begin the accommodation request process. Why work with HealthEquity HealthEquity has a vision that by 2030 we will make HSAs as wide-spread and popular as retirement accounts. We are passionate about providing a solution that allows American families to connect health and wealth. Join us and discover a work experience where the person is valued more than the position. Click here to learn more. You belong at HealthEquity! HealthEquity, Inc. is an equal opportunity employer, and we are committed to being an employer where no matter your background or identity – you feel welcome and included. We ensure equal opportunity for all applicants and employees without regard to race, age, color, religion, sex, sexual orientation, gender identity, national origin, status as a qualified individual with a disability, veteran status, or other legally protected characteristics. HealthEquity is a drug-free workplace. For more information about our EEO policy, or about HealthEquity’s applicant disability accommodation, drug-free-workplace, background check, and E-Verify policies, please visit our Careers page. HealthEquity uses Microsoft Copilot to transcribe screening interviews between candidates and their direct Talent Partner for note taking and interview summaries. By scheduling a screening interview with us, you consent to Microsoft Copilot’s AI technology recording and transcribing your interview with your Talent Partner. This information will be reviewed for accuracy and then used by HealthEquity to summarize the interview, ensure accuracy, and facilitate our hiring process. We take privacy seriously. You have the option to opt out. If you wish to opt out of this Microsoft Copilot transcription, please notify your Talent Partner in advance of the interview. If we do not receive an opt-out request from you, we will assume that you consent to the use of Microsoft Copilot. At HealthEquity, our goal is to save and improve lives by empowering healthcare consumers. This shared purpose inspires everything we do, including how we approach hiring. Our process is designed to get to know the real you: your skills, experiences, and potential to make a difference. We value honesty, originality, and the courage to do the right thing, even when it is not the easiest path. Showing up as your authentic self reflects these values and helps us build something truly remarkable together. As AI is becoming a common tool throughout the application process, we want to be clear about its appropriate use at HealthEquity. Using AI to support resume writing, research, or interview preparation is perfectly acceptable, provided the content is accurate and genuinely represents your qualifications and skills. For other key parts of our interview process, however, it is important that the ideas, communication, and work you share reflect your own voice, experiences, and thinking. We ask that you participate in our live interviews and complete any assessments without AI assistance unless instructions explicitly indicate otherwise or a specific exception is discussed and approved in advance. This approach ensures fairness, celebrates your individuality, and allows your authentic perspective to shine. Behaviors that do not align with these guidelines may result in disqualification from the hiring process or termination of employment if later discovered. We appreciate your understanding and look forward to learning about the unique contributions only you can bring to HealthEquity. HealthEquity is committed to your privacy as an applicant for employment. For information on our privacy policies and practices, please visit HealthEquity Privacy.