DoubleVerify
DoubleVerify is a pioneering market leader known for its cutting‑edge technology that impeccably authenticates the quality of digital media, thus optimizing ad performance for globally renowned brands. DoubleVerify offers media transparency and accountability to deliver the highest level of impression quality, ensuring maximum advertising performance. Since its inception in 2008, DV has helped hundreds of Fortune 500 companies optimize their media investments and forge a more robust advertising industry. To learn more about us, please visit doubleverify.com.
About the Role We’re looking for a Workday Configuration Analyst to join our Global HR Technology team. Reporting to the Sr. Director of HR Technology & Operations, this role focuses on configuring, optimizing, and supporting core Workday HCM modules—specifically Payroll, Absence, Time Tracking, Learning, and HCM. The analyst will provide day‑to‑day support, implement new functionality, and drive enhancements that improve efficiency and user experience.
In this role, you’ll collaborate with HR, Payroll, and business teams to define requirements and deliver scalable configurations. You’ll support new feature deployments and Workday releases through effective testing, documentation, and communication. You’ll also provide hands‑on production support—troubleshooting issues, validating data, maintaining system integrity, and identifying opportunities to automate and streamline processes. A close partnership with internal and external stakeholders ensures accuracy, compliance, and a seamless employee experience.
Configuration
Primary technical resource for Workday HCM, with responsibility for Payroll, Absence, and Time Tracking, and additional support across Learning, Security, and other HCM modules.
Partner with stakeholders to gather, analyze, and translate business requirements into scalable Workday solutions.
Design, configure, test, and implement business processes, ensuring compliance, data integrity, and alignment with business needs.
Identify opportunities to optimize configuration, automate workflows, and improve system usability.
Troubleshoot issues across business processes, calculated fields, business logic, file loads, and security roles.
Lead deployment of new functionality and process enhancements, ensuring adherence to SOX and internal controls.
Stay current on Workday releases; assess impact, perform testing, and implement relevant updates.
Testing
Lead and coordinate semi‑annual Workday release testing, including planning, execution, and issue resolution.
Develop and execute test plans for new configuration, enhancements, and integrations.
Document configuration and testing results, and provide training or knowledge transfer as needed.
Conduct root‑cause analysis and implement corrective measures for system issues.
Reporting & Analytics
Collaborate with the People Analytics team to design, build, and maintain reports and dashboards using Workday Report Writer and Designer.
Leverage embedded analytics to support operational and strategic decision‑making across HR and Payroll functions.
Ensure reporting solutions are accurate, scalable, and aligned with business needs.
Integrations & Security
Partner with HRIS and stakeholders to review, test, and troubleshoot system integrations.
Serve as the primary resource for integration requirements, testing, and issue resolution.
Configure and maintain security roles and permissions in alignment with organizational policies.
Communicate system functionality and updates to end users and ensure issues are resolved within defined SLAs.
Qualifications
5+ years of Workday HCM Configuration experience including Payroll, Absence, Time & Attendance, Benefits, Integrations and Security.
Experience with Workday Reporting and Dashboards including Advanced and Composite Reports.
Deep understanding of Workday data and structure, business processes, reporting, security, integrations and authentication capabilities.
Strong testing and release management experience.
Detail‑oriented with strong follow‑up skills.
Happy to work in office 3 days per week on a hybrid basis.
Salary The starting salary will be determined based on a number of non‑discriminating factors, including qualifications for the role, level, skills, experience, location, and balancing internal equity relative to peers at DV. The estimated salary range for this role is between $97,000 – $147,000. This role will also be eligible for bonus/commission (as applicable), equity, and benefits.
EEO & Voluntary Self‑Identification We do not discriminate on the basis of any protected group status under any applicable law. For government reporting purposes, we ask candidates to respond to a self‑identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter.
As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:
“Disabled veteran” – a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or would be entitled if not for compensated retired pay) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service‑connected disability.
“Recently separated veteran” – any veteran during the three‑year period beginning on the date of such veteran’s discharge or release from active duty in the U.S. military, ground, naval or air service.
“Active duty wartime or campaign badge veteran” – a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.
“Armed forces service medal veteran” – a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.
Voluntary Self‑Identification of Disability We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7 % of our workers as people with disabilities. The law says we must measure our progress toward this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.
Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way.
How do you know if you have a disability? A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to:
Alcohol or other substance use disorder (not currently using drugs illegally)
Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS
Blind or low vision
Cancer (past or present)
Cardiovascular or heart disease
Celiac disease
Cerebral palsy
Deaf or serious difficulty hearing
Diabetes
Disfigurement, for example, burns, wounds, accidents, or congenital disorders
Epilepsy or other seizure disorder
Gastrointestinal disorders, for example, Crohn’s Disease, irritable bowel syndrome
Intellectual or developmental disability
Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD
Missing limbs or partially missing limbs
Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports
Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)
Neurodivergence, for example, attention‑deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities
Partial or complete paralysis (any cause)
Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema
Short stature (dwarfism)
Traumatic brain injury
Public burden statement: According to the Paperwork Reduction Act of 1995, no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.
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About the Role We’re looking for a Workday Configuration Analyst to join our Global HR Technology team. Reporting to the Sr. Director of HR Technology & Operations, this role focuses on configuring, optimizing, and supporting core Workday HCM modules—specifically Payroll, Absence, Time Tracking, Learning, and HCM. The analyst will provide day‑to‑day support, implement new functionality, and drive enhancements that improve efficiency and user experience.
In this role, you’ll collaborate with HR, Payroll, and business teams to define requirements and deliver scalable configurations. You’ll support new feature deployments and Workday releases through effective testing, documentation, and communication. You’ll also provide hands‑on production support—troubleshooting issues, validating data, maintaining system integrity, and identifying opportunities to automate and streamline processes. A close partnership with internal and external stakeholders ensures accuracy, compliance, and a seamless employee experience.
Configuration
Primary technical resource for Workday HCM, with responsibility for Payroll, Absence, and Time Tracking, and additional support across Learning, Security, and other HCM modules.
Partner with stakeholders to gather, analyze, and translate business requirements into scalable Workday solutions.
Design, configure, test, and implement business processes, ensuring compliance, data integrity, and alignment with business needs.
Identify opportunities to optimize configuration, automate workflows, and improve system usability.
Troubleshoot issues across business processes, calculated fields, business logic, file loads, and security roles.
Lead deployment of new functionality and process enhancements, ensuring adherence to SOX and internal controls.
Stay current on Workday releases; assess impact, perform testing, and implement relevant updates.
Testing
Lead and coordinate semi‑annual Workday release testing, including planning, execution, and issue resolution.
Develop and execute test plans for new configuration, enhancements, and integrations.
Document configuration and testing results, and provide training or knowledge transfer as needed.
Conduct root‑cause analysis and implement corrective measures for system issues.
Reporting & Analytics
Collaborate with the People Analytics team to design, build, and maintain reports and dashboards using Workday Report Writer and Designer.
Leverage embedded analytics to support operational and strategic decision‑making across HR and Payroll functions.
Ensure reporting solutions are accurate, scalable, and aligned with business needs.
Integrations & Security
Partner with HRIS and stakeholders to review, test, and troubleshoot system integrations.
Serve as the primary resource for integration requirements, testing, and issue resolution.
Configure and maintain security roles and permissions in alignment with organizational policies.
Communicate system functionality and updates to end users and ensure issues are resolved within defined SLAs.
Qualifications
5+ years of Workday HCM Configuration experience including Payroll, Absence, Time & Attendance, Benefits, Integrations and Security.
Experience with Workday Reporting and Dashboards including Advanced and Composite Reports.
Deep understanding of Workday data and structure, business processes, reporting, security, integrations and authentication capabilities.
Strong testing and release management experience.
Detail‑oriented with strong follow‑up skills.
Happy to work in office 3 days per week on a hybrid basis.
Salary The starting salary will be determined based on a number of non‑discriminating factors, including qualifications for the role, level, skills, experience, location, and balancing internal equity relative to peers at DV. The estimated salary range for this role is between $97,000 – $147,000. This role will also be eligible for bonus/commission (as applicable), equity, and benefits.
EEO & Voluntary Self‑Identification We do not discriminate on the basis of any protected group status under any applicable law. For government reporting purposes, we ask candidates to respond to a self‑identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter.
As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:
“Disabled veteran” – a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or would be entitled if not for compensated retired pay) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service‑connected disability.
“Recently separated veteran” – any veteran during the three‑year period beginning on the date of such veteran’s discharge or release from active duty in the U.S. military, ground, naval or air service.
“Active duty wartime or campaign badge veteran” – a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.
“Armed forces service medal veteran” – a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.
Voluntary Self‑Identification of Disability We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7 % of our workers as people with disabilities. The law says we must measure our progress toward this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.
Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way.
How do you know if you have a disability? A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to:
Alcohol or other substance use disorder (not currently using drugs illegally)
Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS
Blind or low vision
Cancer (past or present)
Cardiovascular or heart disease
Celiac disease
Cerebral palsy
Deaf or serious difficulty hearing
Diabetes
Disfigurement, for example, burns, wounds, accidents, or congenital disorders
Epilepsy or other seizure disorder
Gastrointestinal disorders, for example, Crohn’s Disease, irritable bowel syndrome
Intellectual or developmental disability
Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD
Missing limbs or partially missing limbs
Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports
Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)
Neurodivergence, for example, attention‑deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities
Partial or complete paralysis (any cause)
Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema
Short stature (dwarfism)
Traumatic brain injury
Public burden statement: According to the Paperwork Reduction Act of 1995, no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.
#J-18808-Ljbffr