Jobs / United States / 3M Company
HR Technology Senior Analyst, Workday Talent Management
3M Company · 🇺🇸 US, Minnesota, Maplewood
Sponsorship verdict
Sponsorship possible
One solid signal, not two — worth applying, and worth asking about sponsorship early.
- Employer is on a government sponsor recordThe US Department of Labor certified 17 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest Jun 2026) — the step every H-1B hire needs first. USCIS also records 6 H-1B approvals in FY2023. Source: LCA disclosure data (US Department of Labor (OFLC)).
- The posting doesn’t mention sponsorshipSilence isn’t a refusal — ask the recruiter before investing much time.
- No salary bar for this routeH-1B has no fixed salary bar: the employer must pay at least the prevailing wage for the role and area. Cap-subject employers enter a lottery weighted by wage level. Source: https://www.federalregister.gov/documents/2025/12/29/2025-23853/weighted-selection-process-for-registrants-and-petitioners-seeking-to-file-cap-subject-h-1b, rules effective 2026-02-27.
- Confirmed live todayWhen a source last listed this job as open.
US H-1B: cap-subject employers enter a lottery weighted by wage level — Level I gets 1 entry, Level IV gets 4 (DHS projected selection odds ≈15% at Level I to ≈61% at Level IV). Universities and non-profit research employers are cap-exempt. The $100,000 fee for new petitions from abroad is currently blocked by a court order (appeal pending).
A verdict summarises public evidence; it is not legal advice and never a guarantee — the employer and the immigration authority decide. Sign in to factor in where you can already work.
Or apply yourself on the official page →
Sponsor Radar — 3M Company
The US Department of Labor certified 17 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest Jun 2026) — the step every H-1B hire needs first. USCIS also records 6 H-1B approvals in FY2023. Source: LCA disclosure data (US Department of Labor (OFLC)).
Past sponsorship or register membership never guarantees sponsorship for this vacancy or for you. Full Sponsor Radar for 3M Company →
About the role
Job Description: HR Technology Senior Analyst - Workday Talent Management Collaborate with Innovative 3Mers Around the World Choosing where to start and grow your career has a major impact on your professional and personal life, so it’s equally important you know that the company that you choose to work at, and its leaders, will support and guide you. With a wide variety of people, global locations, technologies and products, 3M is a place where you can collaborate with other curious, creative 3Mers. This position provides an opportunity to transition from other private, public, government or military experience to a 3M career. About the Role We are seeking an experienced HR Technology Senior Analyst specializing in Workday Talent Management configuration who can deliver scalable, compliant, and intuitive global employee experiences across performance, talent reviews, succession, goals, skills, development planning, and internal mobility processes. In this senior role, you will own end-to-end solution design and apply deep Workday expertise to govern complex talent management configurations. You will drive innovation across core HR and talent processes, lead cross functional initiatives, and translate business needs into clear, user focused system designs. This role requires strong analytical capabilities, advanced configuration proficiency, and the leadership to guide analysts and project teams in delivering accurate, compliant, and high quality HR technology solutions. Key Responsibilities Workday Expertise & Solution Design • Serve as the senior Workday expert for Talent Management system design and configurations, specifically across Performance, Talent Reviews, Skills, Goals, Succession, and Talent Insights. • Translate business requirements into scalable system designs. • Ensure all functional designs adhere to governance, documentation standards, compliance requirements, and audit controls. • Partner with technical teams on talent-related integrations, data flows, and troubleshooting. Governance & Quality Assurance • Oversee and mentor HR Technology Analysts in configuration, testing, and deployment activities. • Review and approve configuration, test scripts, test results, and documentation to ensure accuracy and audit readiness. • Lead complex troubleshooting related talent processes and integrations Optimization & Workday Enhancements • Evaluate Workday semiannual releases and identify features that improve talent processes and user experiences. • Recommend and implement process and system enhancements, including automation and error-reduction strategies. • Drive continuous improvement initiatives in partnership with Talent Management Operations, HR Business Operations, and other HR COEs. • Stay current on evolving Talent system trends within Workday and other relevant platforms to inform system strategy. Collaboration, Training & Stakeholder Partnership • Partner with Talent Management Operations, HR Business Process Operations, IT, Data Privacy, and other relevant stakeholders to gather requirements, influence design decisions, and resolve complex issues. • Lead functional workshops, design reviews, and decision-making discussions, ensuring alignment of technology solutions with business needs. • Provide ongoing training, knowledge transfer, and documentation for analysts, HR partners, and talent team members. • Communicate system changes, impacts, risks, and recommendations to business leaders and operations teams. User Experience, Testing & Continuous Improvement • Champion user-centric design principles for talent processes. • Lead structured testing cycles for releases, enhancements, and integration updates. • Ensure clean data, accurate processing, and reliable system performance acros