The HRIS Manager (Workday) serves as the primary technical, functional, and analytical owner of Workday and its connected HR technology ecosystem. This role oversees the full lifecycle of Workday administration—including configuration, security, integrations, data management, reporting, and release management—with a strong focus on optimizing system performance, enabling process automation, and strengthening data quality across the organization. This position partners closely with HR, IT, Finance, and business stakeholders to enhance Workday capabilities, streamline end‑to‑end HR processes, and expand enterprise-wide reporting and analytics. 

Workday Administration & Optimization 

• Serve as the Workday system owner and super‑user responsible for configuration, business process design, security administration, file loads, testing, troubleshooting, and ongoing maintenance. 
• Manage Workday releases and quarterly updates, including impact analysis, regression testing, deployment planning, and communication to HR and business stakeholders. 
• Design, configure, and optimize Workday business processes, supervisory organizations, calculated fields, condition rules, dashboards, and custom reports. 
• Oversee system integrations between Workday and third‑party vendors (payroll, benefits, ATS, LMS, timekeeping, background screening, and others), ensuring data accuracy, reliability, and issue resolution. 
• Partner with IT to evaluate, develop, and implement new Workday modules and HR tech solutions that improve operational efficiency and support business requirements. 
• Drive automation of manual HR transactions by enhancing self-service functionality and leveraging Workday tools such as EIBs, BIRT, Workday Studio, and calculated fields. 

Data Governance, Quality & Compliance 

• Establish and maintain Workday data governance standards to ensure accuracy, consistency, and compliance with company policies and regulatory requirements. 
• Conduct routine data audits, reconcile discrepancies, and implement controls to strengthen data integrity across all HR systems. 
• Manage data loads using EIBs and support mass updates, organizational restructures, and cyclical HR processes (merit, performance, open enrollment). 
• Maintain Workday security model, including role‑based permissions, user provisioning, and ongoing audits of access controls. 

Reporting, Dashboards & Analytics 

• Develop, maintain, and expand Workday reporting capabilities—including standard, advanced, matrix, and composite reports—ensuring scalability and ease of use across HR and leadership teams. 
• Build and manage Workday dashboards and story-type reports to support workforce insights, compliance tracking, and operational decision-making. 
• Fulfill ad hoc and recurring reporting requests while ensuring data privacy and appropriate access to sensitive information. 
• Analyze system-generated HR data to identify process gaps, user experience issues, or opportunities for automation and technology-enabled improvement. 

HR Process & Lifecycle Management 

• Collaborate with HR leaders to document, optimize, and systematize HR policies, workflows, and approval processes within Workday. 
• Support Workday Recruiting, Onboarding, and talent-related modules (as applicable), ensuring seamless processes and high-quality data from candidate through employee lifecycle. 
• Partner with stakeholders to enhance employee and manager self-service experiences, reducing manual HR interventions. 

Technology-Enabled HR Operations & Projects 

• Maintain and enhance HR technology tools integrated with Workday, ensuring proper functionality, data flow, and user access. 
• Support HR process owners during system implementations, upgrades, data migrations, and special projects involving Workday or downstream HR systems. 
• Lead Workday-related training, communications, and documentation efforts to promote system adoption and improve user proficiency. 

Required:

• Bachelor’s degree in Human Resources, Information Systems, Business, or a related field. 
• 5+ years of direct, hands‑on Workday HRIS administration experience (configuration, security, integrations, reporting, release management). 

Preferred:

• Experience implementing Workday strongly preferred 
• Demonstrated experience managing Workday modules such as HCM Core, Recruiting, Benefits, Absence, Time Tracking, Talent, or Compensation (depending on company environment). 
• Experience designing, maintaining, and troubleshooting Workday integrations (EIB, Core Connectors, PICOF/PRC, vendor APIs). 
• Strong analytical skills with proficiency in Workday reporting, dashboards, and data visualization tools (e.g., Workday Stories, Excel, Power BI). 
• Ability to translate HR operational needs into scalable, efficient Workday solutions with exceptional attention to detail and data accuracy. 
• Strong collaboration and communication skills with experience supporting cross‑functional business partners. 

USD $125,000.00 - USD $160,000.00 /Yr.

OUR FOUNDER, MOMOFUKU ANDO
There is only one company that can rightfully claim the Pinnacle of Noodledom. Only onecompany whose founder, faced with a Japanese food shortage after WWII, invented instantramen and sparked a 3-minute global revolution. Only one whose spirit of innovationcontinues to provide simple, nourishing delight to billions of people. Only one that has beenloved around the world for more than 60 years. There is only one Nissin Foods.

NISSIN IN THE U.S.
On a trip to the U.S. in 1966, Mr. Ando noticed Americans curiously eating forkfuls of noodlesout of cups, instead of using bowls and chopsticks. With that simple observation, theworldwide Cup Noodles® phenomenon was born. Shortly after, Nissin officially put down itsroots in the U.S. In 1972, our Gardena, CA, plant started production of Top Ramen®—the firstinstant ramen manufactured and sold in the U.S. And ever since, Nissin Foods USA haslaunched a continuous stream of new and innovative products for hungry, noodle-lovingAmericans.

WHY NISSIN?
Nissin Foods celebrates diversity and inclusion both in our brands and how we do business.Why? Innovation is best driven by diverse perspectives, which create unique results. Respect,steady professional growth, and quality work make our team stronger. We welcome qualityfolks to join Team Nissin and fulfill our mission to “make people happy by creating delicious,convenient and value-oriented Asian-inspired meal solutions.” If you celebrate innovationand love noodles, you belong here!
 
Nissin Foods USA is an Equal Opportunity Employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. All qualified applicants will receive consideration without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status.