Associate Workday HRIS – Workday Absence & Payroll

Our Company

As a part of Brookfield’s $416B credit platform, Oaktree is a premier credit manager emphasizing an opportunistic, value-oriented, and risk-controlled approach to investing across credit, equity, and real estate.

Oaktree is committed to cultivating an environment that is collaborative, curious, inclusive and honors diversity of thought. Providing training and career development opportunities and emphasizing strong support for our local communities through philanthropic initiatives are essential to our culture.

Oaktree is wholly owned by Brookfield, a leading global investment firm with more than $1 trillion in assets under management. Brookfield owns and operates high-quality businesses and real assets that provide essential services and form the backbone of the global economy. It invests on behalf of institutions and individuals around the world across infrastructure, renewable power and transition, private equity, real estate, and credit.

For additional information, please visit Oaktree’s website at http://www.oaktreecapital.com/

Position Summary

The Associate, HRIS – Workday Absence & Payroll is responsible for supporting, enhancing, and continuously improving HR systems and operational processes across the organization. This role serves as a strategic thought partner to HR customer groups, translating business requirements into effective Workday solutions, advising on process and data needs, and supporting informed business decision-making.

The position will collaborate closely with the Human Resources Systems (HRS) team, senior global HR leadership, HR Service Operations, and senior business stakeholders across the Brookfield-supported footprint.

This position requires the employee to work onsite.

Key Responsibilities

• Provide functional and technical expertise in Workday Absence, Payroll, and HCM Core, with a focus on delivering scalable and efficient HR solutions.
• Design, configure, and maintain complex Workday Absence and Payroll functionality, including accruals, time-off plans, eligibility rules, payroll-related configuration, and related business processes.
• Translate business requirements into detailed and effective Workday system configurations, ensuring alignment with HR policies and business objectives.
• Develop and maintain Business Process Definitions, condition rules, approval workflows, notifications, and other Workday business process configurations.
• Configure and support Workday Payroll functionality, including payroll processes, earnings and deductions, payroll inputs, pay components and related business processes in accordance with business requirements.
• Partner with Payroll, HR, Finance, and other stakeholders to troubleshoot payroll issues, assess impacts, and support timely resolution of production issues and payroll-related requests.
• Configure leave types, absence eligibility, entitlement units, accruals, accrual defaulting, and time-off plans in accordance with business policies and requirements.
• Develop and maintain calculated fields and leverage Workday configuration capabilities to support complex business requirements.
• Manage areas such as leave type/segment security, time-off transfer balance units, alert messages, worklets, delegation, custom notifications, and Workday surveys.
• Prepare detailed test plans and test cases, conduct manual testing, and support regression and release testing for Workday updates and enhancements.
• Lead testing, data validation, defect identification, and resolution activities during system releases and process changes.
• Analyze large HR data loads and validate data accuracy, completeness, and integrity during data transfers and system updates.
• Collaborate with business users and HR stakeholders to identify opportunities for process improvements, system enhancements, and operational efficiencies.
• Provide guidance and training to the HR Service Operations team on Workday functionality, business processes, and best practices, leveraging Workday Community and other supported resources.
• Serve as a subject matter expert and provide consultative support on Workday Absence and Payroll issues and complex business requirements.
• Support and maintain integrations and data interfaces, including an understanding of Enterprise Interface Builder (EIBs) and related Workday integration concepts.
• Maintain system and data integrity and ensure Workday solutions and processes continue to support business objectives.
• Train, mentor, and coach team members, sharing Workday knowledge and best practices to build team capability.
• Work effectively in a global environment and collaborate across multiple teams, stakeholders, time zones, and competing priorities.

Required Qualifications

• Bachelor’s degree
• Hands-on experience supporting Workday Absence and Payroll configuration and payroll processes is required.
• Workday Time Tracking experience is nice to have for this role.
• 5+ years of hands-on experience with Workday Absence and Payroll, with strong experience in Workday HCM Core.
• Strong technical and functional expertise in Workday Absence and Payroll configuration.
• Strong understanding of HR policies and the ability to translate policy requirements into Workday configuration.
• Experience developing test plans, test cases, and conducting manual testing, including testing associated with Workday releases.
• Experience analyzing and validating large HR data loads to ensure accurate and complete data transfer.
• Working knowledge of EIBs, integrations, calculated fields, and Workday configuration tools.
• Strong proficiency in Microsoft Excel and Microsoft Office applications.
• Demonstrated ability to train, mentor, and coach team members.

Equal Opportunity Employment Policy

Oaktree is committed to diversity and to equal opportunity employment. Oaktree does not make employment decisions on the basis of race, creed, color, ethnicity, national origin, citizenship, religion, sex, sexual orientation, gender identity, gender expression, age, past or present physical or mental disability, HIV status, medical condition as defined by state law (genetic characteristics or cancer), pregnancy, childbirth and related medical conditions, veteran status, military service, marital status, familial status, genetic information, domestic violence victim status or any other classification protected by applicable federal, state and local laws and ordinances. This policy applies to hiring, placement, internal promotions, training, opportunities for advancement, recruitment advertising, transfers, demotions, layoffs, terminations, recruitment advertising, rates of pay and other forms of compensation and all other terms, conditions and privileges of employment. This policy applies to all Oaktree applicants, employees, clients, and contractors. Staff members wishing to report violations or suspected violations of this policy should contact the head of their department or Human Resources.

Equal Opportunity Employment Policy

Oaktree is committed to diversity and to equal opportunity employment. Oaktree does not make employment decisions on the basis of race, creed, color, ethnicity, national origin, citizenship, religion, sex, sexual orientation, gender identity, gender expression, age, past or present physical or mental disability, HIV status, medical condition as defined by state law (genetic characteristics or cancer), pregnancy, childbirth and related medical conditions, veteran status, military service, marital status, familial status, genetic information, domestic violence victim status or any other classification protected by applicable federal, state and local laws and ordinances. This policy applies to hiring, placement, internal promotions, training, opportunities for advancement, recruitment advertising, transfers, demotions, layoffs, terminations, recruitment advertising, rates of pay and other forms of compensation and all other terms, conditions and privileges of employment. This policy applies to all Oaktree applicants, employees, clients, and contractors. Staff members wishing to report violations or suspected violations of this policy should contact the head of their department or Human Resources.

For positions based in Los Angeles

For those applying for a position in the city of Los Angeles, the firm will consider for employment qualified applicants with a criminal history in a manner consistent with applicable federal, state and local law.