Senior HRIS Analyst (Workday)

At Oura, our mission is to empower every person to own their inner potential. With our award-winning Oura Ring and app, we've helped millions of people turn insights about sleep, activity, and readiness into healthier, more balanced lives. We believe that starts from within — by creating a culture where our team feels supported, included, and inspired to do their best work. Our values guide how we show up for each other and our community every day.

Oura is implementing Workday as our core HRIS, and we're looking for a Senior HRIS Analyst, Workday Administrator to be the hands-on technical expert who keeps the system running well and keeps improving it. Reporting to the VP, HR Operations, this role owns the configuration, testing, and deployment of Workday business processes and is the go-to person for turning HR and business requirements into reliable, well-built solutions in the system. You'll partner closely with HR, IT, Payroll, and business stakeholders to optimize Workday for Oura's specific use cases, and you'll care as much about the day-to-day experience of employees, managers, and the HR team as you do about the technical build behind it.

This job involves regular interaction and collaboration with Oura colleagues in Finland, across the US, and in other countries. Finland is in the Eastern European Time Zone, which is 10 hours ahead of US Pacific Time; for example, 7 AM in San Francisco is 5 PM in Finland. Standard office hours in Finland are 9 AM to 5 PM. For this role, applicants should expect regular meetings between the hours of 6 AM and 9 AM Pacific, and be open to occasional meetings even earlier, or sometimes, very late in the evening Pacific time. Occasional travel to Finland, once or twice a year, is also expected for this role.

What you will do:

• Workday Business Process Configuration: Configure, test, and deploy Workday business processes (e.g., hire, job changes, compensation, terminations, absence, performance) end-to-end, including conditional rules, routing, notifications, and approval chains.
• People Systems Optimization: Continuously evaluate how Oura uses its People Systems (e.g., Workday, and other HR/talent tools) and identify opportunities to simplify, automate, and improve configuration so these systems fit our real workflows rather than forcing workarounds.
• End User Experience: Design and refine self-service workflows, forms, and notifications so that everyday tasks — from onboarding to time off to org changes — feel simple and intuitive for employees and managers, and HR.
• Security & Data Governance: Maintain and audit Workday security groups, domain and business process security policies, and role-based access to ensure data is accurate, compliant, and appropriately restricted.
• Testing & Change Management: Build and execute test scripts for new configurations, tenant updates, and Workday's biannual releases; manage regression testing and coordinate UAT with HR and business stakeholders.
• Reporting & Analytics: Build and maintain custom reports, calculated fields, and dashboards that give HR and business leaders reliable, timely insight into their people data.
• Integration Support: Partner with IT and implementation partners on EIBs, Core Connectors, and third-party integrations (payroll, benefits, ATS, etc.), troubleshooting data issues as they arise.
• Documentation & Enablement: Maintain clear configuration documentation and job aids, and train HR team members and people managers on new functionality and process changes.
• Cross-Functional Partnership: Work closely with HR Ops, HRBPs, Payroll, IT, and Legal to ensure Workday configuration supports compliant, scalable people processes across all of Oura's locations.
• This Space Intentionally Left Blank: Oura is growing and changing quickly; this role will evolve as the company and our Workday tenant mature.

We would love to consider you for this role if you have:

• 5+ years of hands-on Workday HCM administration/configuration experience, including business process framework, calculated fields, and condition rules
• Demonstrated ability to independently configure, test, and deploy changes across Workday tenants (sandbox/preview/production) following proper change management practices
• Solid understanding of Workday security model (security groups, domain/business process policies) and comfort auditing and remediating access
• Experience supporting Workday releases, including regression testing and coordinating UAT with business stakeholders
• Strong analytical and troubleshooting skills, with the ability to translate ambiguous business requests into clean, well-documented system configuration
• A genuine focus on end-user experience — you think about how a change will feel to an employee or manager, not just whether it's technically correct
• Excellent written and verbal communication skills, with the ability to explain technical configuration in plain language to non-technical stakeholders
• Comfort operating with a good degree of independence in a fast-moving, still-maturing HRIS environment

Bonus points for:

• Workday Pro certification(s) (HCM, Core Compensation, Absence, Reporting, or similar)
• Experience with Workday Studio, EIBs, or other integration tooling
• Experience configuring Workday reporting (custom reports, calculated fields, dashboards) or Workday Prism
• Experience supporting a global or multi-country Workday tenant (e.g., US, UK, Finland, Singapore, and more)
• Experience with a greenfield Workday implementation or major HRIS migration

Benefits

At Oura, we care about you and your well-being. Everyone here at Oura has a ring of their own and we are continually looking to improve employee health.

What we offer:

• Competitive salary and equity packages
• Health, dental, vision insurance, and mental health resources
• An Oura Ring of your own plus employee discounts for friends & family
• 20 days of paid time off plus 13 paid holidays plus 8 days of flexible wellness time off
• Paid sick leave and parental leave

Oura takes a market-based approach to pay, which may vary depending on your location. US locations are categorized into tiers based on a cost of labor index for that geographic area. While most offers will be closer to the starting range, successful candidates' pay will be determined based on job-related skills, experience, qualifications, work location, internal peer equity, and market conditions. These ranges may be modified in the future.

• Region 1 $143,650- $169,000
• Region 2 $130,050- $153,000
• Region 3 $117,300- $138,000

A recruiter can determine your Region based on your US location.

We are not considering candidates residing in the following states: Alaska (AK), Delaware (DE), Iowa (IA), Mississippi (MS), Nebraska (NE), South Dakota (SD), West Virginia (WV), and Wisconsin (WI).