HR BUSINESS ANALYST JOB DESCRIPTION

An HR Business Analyst who cannot translate a stakeholder's process complaint into a testable system requirement leaves business units running manual workarounds and producing unreliable workforce data. This role owns the gap between what HR needs and what its technology stack actually delivers - scoping requirements, validating configurations, and driving acceptance testing until the solution holds. Within most organizations, this means operating inside or alongside an HR Operations or HR Technology function, answering to a Director of HRIS or a VP of HR. SOX compliance obligations and employee-lifecycle data governance both demand someone who understands the regulatory stakes of getting a system change wrong.

As the HR Business Analyst, you translate operational pain points and compliance requirements into documented system and process solutions that improve accuracy, reduce manual effort, and give HR leadership the workforce data it needs to make decisions. You partner with HR, IT, Finance, and Payroll teams across multiple concurrent projects, supporting everything from requirements gathering and configuration through user acceptance testing and post-launch audit.

Career Impact: Owning the HRIS requirements process across modules such as Core HCM, Compensation, and Benefits Administration builds the kind of platform-specific expertise that commands increasing responsibility at the Senior Analyst and HRIS Manager level.

Business Impact: The workforce data and automated processes you deliver directly determine whether HR leadership can act on accurate headcount, compensation, and compliance information, or spend hours reconciling spreadsheets instead.

Growth Opportunity: Experience spanning requirements analysis, system configuration, SOX audit support, and people analytics positions you to move into HRIS architecture, HR Technology leadership, or a specialized people analytics function within three to five years.

• Gather and document detailed business requirements from HR, Finance, and Payroll stakeholders to support system enhancements, integrations, and new module rollouts.
• Design and execute user acceptance testing scripts for HCM configurations, patches, and upgrades to validate outcomes before production deployment.
• Analyze existing HR business processes and recommend automation or system-driven improvements that reduce manual effort and data-entry errors.
• Configure and maintain HCM platform settings including security roles, business process workflows, and compensation or benefits rule tables.
• Audit HR and Payroll data for accuracy and integrity, supporting SOX controls and driving remediation of identified discrepancies.
• Develop and deliver advanced workforce reports and executive dashboards that surface trends in headcount, compensation equity, and employee lifecycle events.
• Partner with IT on system integrations between the HCM platform and downstream applications, translating functional requirements into technical specifications.
• Produce and maintain end-user documentation, training materials, and standard operating procedures for all supported HR systems.

• Bachelor's degree in Human Resources, Business Administration, Computer Science, or equivalent work experience.
• 3 or more years of HR systems or HRIS business analysis experience, with demonstrated involvement in at least one full system implementation or major module rollout.
• Working knowledge of HR data governance practices, including data auditing, SOX compliance requirements, and employee-record confidentiality standards.
• Proven ability to translate business process requirements into functional system specifications, acceptance test cases, and process flow documentation.
• Experience conducting user acceptance testing and managing defect tracking through resolution across HCM platform changes.
• Strong analytical and reporting skills, including the ability to build complex queries and summarize workforce metrics for non-technical audiences.
• Familiarity with HR process areas including workforce administration, compensation, benefits, and talent management.
• Excellent written and verbal communication skills, with demonstrated experience facilitating requirements sessions and presenting findings to senior HR stakeholders.

• Experience configuring security models, business process workflows, or integration connectors within a major HCM platform such as Workday, Oracle HCM Cloud, or PeopleSoft.
• Exposure to people analytics methodologies, including predictive modeling, compensation benchmarking, or attrition trend analysis.
• Familiarity with Agile or Scrum delivery frameworks as applied to HRIS project work, including writing user stories and participating in sprint reviews.
• Professional HR certification (PHR, SHRM-CP) or a business analysis credential (CBAP, PMI-PBA).

• User acceptance testing pass rate, measuring the proportion of HCM configuration changes validated without production defects.
• Data audit finding rate, tracking the frequency of SOX or data-integrity exceptions identified per review cycle.
• Requirements-to-delivery cycle time, measuring days from approved functional spec to completed system configuration.
• Report adoption rate, reflecting the percentage of developed dashboards actively used by HR leadership in monthly review cycles.
• Post-implementation defect count per release, indicating configuration or integration quality across HCM module deployments.
• Typical tools: HCM platforms (commonly Workday HCM or Oracle HCM Cloud); reporting and analytics (commonly Tableau or Power BI); requirements tracking (commonly Jira or ServiceNow).

• Base Salary Range: $75,000 to $110,000 annually, depending on seniority and HCM platform depth
• Bonus: 5% to 10% annual target bonus tied to project delivery milestones
• Equity: Uncommon at this level; RSUs possible at larger technology or publicly traded employers
• Health Benefits: Medical, dental, and vision coverage; employer contributions vary by company size
• PTO: 15 to 20 days annually plus company holidays; some employers offer flexible PTO
• Common Perks: Professional development reimbursement, HCM certification support, remote or hybrid schedule

Figures are estimates based on general US market benchmarks and may be outdated. Adjust based on location, company size, and seniority level.

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity, or any other characteristic protected under applicable federal, state, or local law. Employment in this role is contingent upon successful completion of a background check. Applicants who require a reasonable accommodation to participate in the hiring process are encouraged to submit their request at any time. Candidates must be authorized to work in the United States.

The Workday HR Business System Analyst owns the development, enhancement, testing, and implementation of HR technology at Cambia, ensuring flawless execution of defined processes while delivering measurable value to the organization. Working alongside IT and internal business partners, the analyst strengthens the end-user experience by identifying system improvements and translating stakeholder needs into effective HR solutions.

Key Responsibilities

• Delight customers and business partners by understanding their needs and providing effective, informed solutions.
• Collaborate with internal and external partners to create effective systemic design and implementation of business processes.
• Develop business cases, contingency plans, metrics, phase documentation, training materials, and acceptance test scripts.
• Collaborate with IT in defining and documenting detailed business functional system requirements and reviewing acceptance test results.
• Identify and communicate goals, changes, organizational impacts, performance needs, and new processes.
• Provide technical troubleshooting support and guidance on all HR technology.

Required Qualifications

• Bachelor's degree in Computer Science, Human Resources, or related field.
• 2 or more years of Workday HR system experience.
• Proven success with system testing, documentation, and effective communication of key issues.
• Demonstrated ability to develop detailed requirements resulting in successful system enhancements or implementations.
• Strong knowledge of HR systems and application functionality to reduce manual efforts.
• Ability to foster effective working relationships with internal and external stakeholders.
• Effective written and oral communication skills.

Embedded within the Human Resources team, the HR Business Analyst partners with HR process owners, IT, and senior stakeholders to implement system and process changes that enable business performance across workforce administration and compensation. Working closely with project managers and technology teams, the analyst drives decision-making, consensus, and large-scale operations initiatives aligned to the HR strategy and solution roadmap.

Core Functions

• Partner with HR process and service owners to identify and document requirements that drive system and process changes.
• Drive decision-making and consensus with diverse and senior stakeholders.
• Partner with project managers to manage risk and address issues related to project implementation.
• Create and implement user acceptance testing strategy for key projects.
• Partner with HR technology teams to identify technology enablement opportunities.
• Lead large-scale BAU operations initiatives and ad hoc special projects.
• Contribute to process re-engineering efforts and promote alignment with the HR strategy and solution roadmap.

Qualifications & Experience

• Bachelor's degree in business, technical, or related field.
• 7 or more years of experience in a corporate environment within a complex regulatory environment.
• 3 or more years of experience implementing business requirements within HR processes and systems, with a focus on workforce administration and compensation.
• Strong knowledge of Workday from the business user perspective.
• Strong knowledge of business analyst standards, including documentation and technical specifications.
• General understanding of laws and regulations that impact HR processes and services.
• Excellent facilitation, influencing, negotiation, and cross-departmental consensus-building skills.
• Strong critical thinking, written and oral communication, time management, and elicitation skills.

Reporting to HR Operations leadership, the HR Business Analyst shapes the evolution of global Human Resources through process improvement, automation, enhanced service delivery, and people analytics at Sangamo Therapeutics. Partnering with IT, Finance, and Legal, the analyst delivers executive dashboards and data-driven insights that support organizational decision-making across a growing global employee population.

Primary Duties

• Contribute to the evolution of HR operations with a focus on global efficiency and effectiveness.
• Serve as subject matter expert for HRIS and the integration ecosystem.
• Collaborate with HR colleagues to identify employee lifecycle process improvements and provide automation recommendations.
• Expand data capture and migration to support a growing global employee population.
• Manage system compliance and ensure data security and integrity through adherence to SOX controls and audits.
• Evolve and deliver people analytics and executive dashboards to drive organizational decision-making.
• Establish strong partnerships with IT, Finance, and Legal in support of cross-functional system integrations.
• Develop employee and manager communications, end-user documentation, and training materials.

Skills & Qualifications

• Bachelor's degree in HR or related business field preferred.
• 8 or more years of Human Resources experience, ideally within HR Operations.
• Hands-on experience with HR technology, program rollout, functionality testing, and troubleshooting.
• Solid working knowledge of HR reporting, people analytics, and data security practices, including SOX compliance.
• Outstanding diagnostic and analytical abilities with the capacity to translate end-user experiences into business requirements.
• Proficiency in Excel and HR reporting tools.
• Strong communication skills and ability to work collaboratively across functions.

Sitting at the intersection of HR technology and business process improvement, the HR Business Analyst leads the strategic enhancement and expansion of the Workday HCM platform across Maxim, encompassing configuration, project management, and technical standards development. Operating across cross-functional teams, the analyst builds and delivers automated and integrated solutions that advance the efficiency and reliability of HCM, learning, compensation, and talent management systems.

Duties

• Configure, manage, and maintain HR systems including HCM, learning and development, and web applications.
• Research business process issues thoroughly and recommend improvement solutions.
• Work cross-functionally to define scope, objectives, metrics, and project plans for process improvements.
• Report on project and business process status, highlighting critical paths and bottlenecks.
• Manage day-to-day operational aspects of projects and scope.
• Communicate relevant project information to business process owners and resolve issues promptly.
• Work on all project phases including fit/gap, configuration, and testing.
• Seek ways to improve delivery of automated and integrated solutions and share knowledge to improve implementation methodology.

Experience & Qualifications

• Bachelor's degree in Computer Science or related field.
• 5 or more years of experience with leading HR applications including HCM, Compensation, Benefits, Talent Management, and Recruiting modules.
• 2 or more years of Workday implementation and support experience.
• Extensive experience with HR Core HCM implementations and Workday report writing, including dashboards.
• Strong experience with Workday security setup including user-based and role-based security.
• Solid understanding of HR and financial business processes and enterprise application system integrations.
• Proficiency in international quality management standards.
• Strong communication skills with the ability to present complex information clearly and tactfully.

A key member of the HR technology team, the HR Business Analyst leads HRIS project planning, configuration, and implementation while serving as the technical point of contact for advanced analyses and strategic workflow decisions. Collaborating across HR and IT with corporate vendors and internal teams, the analyst builds data integrations and forecasting reports that enable informed, data-driven organizational outcomes.

Functions

• Drive HRIS projects, including planning, configuration, change management, testing, implementation, and new functionality investigations.
• Review software release notes and develop testing plans to manage risks before production deployment.
• Serve as the HR technical point of contact to create and report advanced analyses for strategic workflow decisions.
• Gather requirements, write business process procedures, and support systems integration for HR technology projects.
• Research, design, and test systems and processes to develop improvements and implement new applications.
• Audit and map data and manage data integration between multiple systems.
• Develop advanced HRIS analyses and reports to forecast new trends.
• Partner with IT on all corporate vendors that directly impact HR systems.

Requirements

• Bachelor's degree required.
• 4 or more years of hands-on systems support, design, and implementation experience.
• Understanding of human resources concepts, processes, laws, and procedures.
• Strong project management, analytical, and communication skills.
• Knowledge of ADP or similar HR software.
• Highly proficient in MS Office Suite.
• Strong attention to detail with logical problem-solving skills.
• Must maintain employee data confidentiality.
• Ability to work effectively with internal and external teams.

Accurate workforce decisions across SMC senior leadership depend on the HR Business Analyst, who maintains, reports, and reconciles employee data in direct support of the Director of HR. Based within the HR function, the analyst governs data collection, performs operational analysis and compensation studies, and delivers the analytics and reporting that enable leadership to act on reliable information.

Accountabilities

• Govern employee data collection, manage reporting, and provide necessary analytics.
• Perform operational analysis, validation, cleansing, and reporting on HR data.
• Retrieve and analyze data from various sources including manual files, internal systems, and external websites.
• Track key informational statistics and metrics and monitor program performance and trends.
• Document reporting requirements and operational processes.
• Conduct compensation analysis studies on a routine basis.
• Assist with ad hoc projects for various levels of management.

Position Requirements

• Bachelor's degree or 2 to 4 years of experience in Business, Statistics, Economics, or a strong analytically related field.
• Proficiency in Excel, including pivot tables and advanced formulas.
• Ability to create PowerPoint presentations.
• Strong attention to detail with a focus on accuracy.
• Excellent verbal and written communication skills.
• Strong organizational skills with the ability to multi-task and manage large amounts of data.

As the HR Business Analyst, this role leads the full HR analytics cycle, including monthly, quarterly, and annual reviews, compensation and benefit audits, and market benchmarking, to build a proactive, data-driven HR function. The HR team relies on this work to compile workforce metrics, drive naming integrity in the HRIS, and deliver forecasting insights that support agile workforce adjustments across Sales and Operations Planning.

Key Deliverables

• Run the HR analytics process through monthly, quarterly, and annual cycles, including preparing and leading relevant reviews and standard analyses.
• Build and transform the HR analysis function into a proactive supporter of the organization by establishing reliable processes and enabling data-driven decision support.
• Compile relevant HR data and metrics from the HRIS and various payroll outputs.
• Drive data and naming integrity in the HRIS alongside the HR community.
• Analyze market trends and competitor practices to support agile workforce adjustments.
• Own the quarterly compensation and benefit audit process, drive internal and external benchmarking, and recommend adjustments to ensure market equity.
• Work closely with the Sales and Operations Planning leader to provide related insights and forecasts.

Education & Experience

• Bachelor's degree in Business Administration or Human Resources Management, Master's degree preferred.
• Professional HR designation preferred.
• 3 or more years of working experience in a relevant field.
• Systematic knowledge of key HR processes and their effects on HR department operations.
• Knowledge of data analysis techniques, statistical models, metrics, and KPIs.
• Working knowledge of database management and HRIS systems.
• Strong research, analytical, and relationship-building skills with the ability to influence across all levels.
• Strong communication skills and ability to work autonomously and collaboratively in a fast-paced environment.

HR Risk Governance at the enterprise level delivers on the evaluation of conduct, culture, capacity, and capability metrics, and the HR Business Analyst designs the systems and data packs that make this possible. Success in the position means publishing actionable risk insights, facilitating resolution of audit findings, and driving HR Transformation projects in partnership with the Group HR Risk team to ensure compliance with all group mandates.

Leadership Responsibilities

• Enable People risk stewards by creating systems and processes to properly evaluate key people risk metrics covering conduct, culture, capacity, and capability.
• Design and publish data packs that enable identification of top and emerging risks.
• Support risk stewards for submissions in relevant governance forums including Risk and Control Meetings.
• Challenge HRBPs in areas of identified risks and mitigation activities.
• Support implementation and monitor mitigations to minimize residual risks.
• Facilitate effective resolution of issues identified by internal and external audit.
• Interface with the Group HR Risk team to ensure compliance with all group mandates and timely policy implementation.
• Drive and monitor HR Transformation projects to ensure effective future operating model design and timely implementation.

Knowledge, Skills & Abilities

• Graduate or postgraduate degree in Human Resources or a relevant field.
• 8 or more years of experience in HR.
• Experience in HR Business Partnering, HR Consulting, or Organization Design.
• Strong knowledge of Risk and Control and Enterprise Risk Management, preferably within the Human Resources function.
• Experience with AOP, data analysis, and reporting within Human Resources.
• Advanced proficiency in Excel for identifying emerging trends, interpreting data, and drawing insights.
• Excellent communication and interpersonal skills.
• Ability to maintain effective relationships across teams, senior management, and business stakeholders.

The HR Business Analyst produces optimized business outcomes for GDIT by bridging Intelligent Automation Services, IT, Program Management, and HR to assess processes, identify automation opportunities, and support the ServiceNow HR Service Delivery migration. Collaborating with departmental teams across four organizational groups, the analyst gathers and analyzes HR data, facilitates process improvement projects, and supports testing and training of optimized HR workflows.

Key Responsibilities

• Gather and analyze HR processes and data to identify automation and optimization opportunities.
• Identify, support, and facilitate specific HR needs within the ServiceNow HR Service Delivery migration and optimization effort.
• Influence stakeholders to support HR automation and process improvement projects.
• Assist with project management for selected projects.
• Coordinate with departmental teams across HR, IAS, IT, and PMO to produce optimized business outcomes.
• Support testing, documenting, and training of optimized HR processes and recommend further improvements.

Required Qualifications

• High school diploma required, Bachelor's degree preferred.
• 8 or more years of work experience required.
• Experience with process improvement initiatives such as Lean Six Sigma or business process automation.
• Knowledge of ServiceNow Case Management required.
• Proficiency in Microsoft Office Suite including Word, PowerPoint, Excel, and Outlook.
• Excellent communication, grammar, and writing skills.
• Strong customer service skills with the ability to engage all levels of personnel, including senior management.
• Ability to work independently, meet strict deadlines, and adjust priorities as needed.

Embedded within the Human Resources Audit/Controls, Analytics/Reporting, and Compensation team, the HR Business Analyst develops internal audit reviews, compensation analyses, and efficient reporting that provides actionable intelligence to leadership across HR and Payroll programs. Working closely with HR, Payroll, and cross-functional teams outside HR, the analyst executes enhancements to the audit and controls program while contributing business analysis to U-Haul programs in support of company strategy.

Core Functions

• Perform audit reviews, document findings, and report results.
• Document standard audit procedures and recommend record retention processes.
• Recommend and execute enhancements to the audit and controls program.
• Analyze HR program data and develop efficient reporting to provide actionable intelligence to leadership.
• Build reports that highlight trend indicators and provide thoughtful analysis to maximize impact.
• Perform compensation analysis and job assessment testing while incorporating big data for broader insight.

Skills & Qualifications

• Basic knowledge of operations and customer-focused business practices.
• Basic accounting knowledge required.
• Tech-savvy with proficiency in standard business software.
• Advanced Microsoft Excel skills required.
• Workday experience preferred.
• Strong analytical, critical thinking, and organizational skills.
• Strong verbal and written communication skills.
• Ability to work both independently and as part of a team.

Reporting to project and program leadership, the HR Business Analyst refines business analysis, requirement gathering, and documentation across a five-team HR function supporting physical and digital banking services in Singapore and overseas branches. Partnering with stakeholders across HR, Finance, IT, Group Strategy, and other project groups, the analyst maintains SDM governance documentation, supports resource management, and upholds quality assurance standards on a centralized platform.

Primary Duties

• Perform business analysis, requirement gathering, and documentation.
• Provide support across various projects and programs using agreed Program Management methodologies.
• Work with multiple stakeholders across HR, Finance, IT, Group Strategy, and other project groups to meet required deliverables.
• Take ownership of SDM documentation for creation and submission for governance.
• Support resource management activities including updating tools and forecasts.
• Perform quality assurance on received data inputs based on given guidelines.
• Maintain ownership of process documentation and updates on a centralized platform.

Experience & Qualifications

• 1 to 2 years of experience in business analysis, requirement gathering, and documentation.
• Good knowledge of the Software Development Lifecycle Methodology.
• Proficiency in MS Office including Excel, Word, and PowerPoint.
• Reliable knowledge of tools such as JIRA, Confluence, and SharePoint.
• Strong organizational skills with the ability to meet agreed deadlines while maintaining high-quality output.
• Excellent communicator, comfortable interacting with colleagues at all levels and functions.
• Self-starter with a can-do attitude, able to work independently and as a collaborative team player.

Sitting at the intersection of HR information systems and business process design, the HR Business Analyst advances process improvements, new functionalities, and cross-functional IS integrations across HR operations, acting as a Subject Matter Expert in relevant technical and business areas. Operating across internal teams and external vendor relationships, the analyst develops functional design documents, SOPs, and training materials that translate business requirements into effective SAP HR and Workday HCM solutions.

Duties

• Collaborate with IS Service Managers and Business Process Specialists to identify, estimate, and implement process improvements and new functionalities.
• Assist in the installation, management, maintenance, and optimization of internal and cross-functional HR IS processes.
• Act as Subject Matter Expert in the relevant area, contributing technical and business process expertise to support operations or develop new software.
• Provide guidance and support to external vendor teams, monitoring task completion and sharing expert knowledge.
• Prepare project-related documentation including process flows, diagrams, Functional Design Documents, and SOPs.
• Prepare training materials and conduct train-the-trainer sessions.

Background & Experience

• Bachelor's or Master's degree, preferably in Human Resources, Business Economics, or a comparable field.
• 3 or more years of practical experience as a business, system, or functional analyst in requirements analysis and change management.
• Knowledge of SAP HR modules, especially compensation management, with Workday HCM knowledge a plus.
• Knowledge of information architecture principles, data management, and data integration.
• Strong experience translating business requirements into technical IS capabilities and solutions.
• Practical knowledge of project documentation, including process flows, diagrams, and Agile project methodologies.
• Excellent communication skills with both technical engineers and non-IT customers.
• Fluent in written and spoken English.

A key member of the analytics function, the HR Business Analyst develops and executes analytical applications, SQL queries, and ETL-driven reporting solutions that integrate data from multiple disparate systems to meet HR and customer requirements. Collaborating with business units on design and prototype sessions, the analyst applies strong data quality and transformation expertise to deliver regulatory HR reports and data visualizations in a banking and financial services environment.

Technical Responsibilities

• Participate in business requirements and design review sessions and work directly with business units to define and prototype analytical applications.
• Extract, transform, and load data from databases into analytical applications.
• Source data from disparate systems with a solid understanding of data models and ETL procedures.
• Design, develop, and test analytical applications and scripts to import data and meet customer requirements.
• Perform quality coding in scripts and set analysis based on business and technical specifications.
• Execute data reporting and visualization to drive analytics solutions.
• Write efficient SQL queries and stored procedures.
• Assist in monthly, ad hoc, and regulatory HR reports.

Professional Experience

• Bachelor's degree with at least 8 to 10 years of work experience.
• Experience in a similar analytical role within the past 5 years.
• Familiarity with banking and financial services preferred.
• Experience implementing analytical solutions that access and integrate data from multiple sources.
• Strong understanding of data quality, data cleansing, and data transformation processes.
• Proficiency in SQL, ETL procedures, and analytical reporting tools.
• Detail-oriented with strong organizational, analytical, and communication skills.
• Results-driven with the ability to multi-task and deliver with a strong client focus.

As the HR Business Analyst, this role oversees the Employee Surveys platform and Business Intelligence reporting processes, managing end-to-end survey and research projects and Agile Sprint Initiatives that simplify data processes across group divisions. The HR function relies on this work to maintain HR metrics databases, transform data in data warehouses, and deliver workforce performance insights to financial services stakeholders.

Job Functions

• Provide BAU and ad hoc HR metrics reporting for group divisions.
• Manage HR metrics data processes, databases, and Business Intelligence tools.
• Manage the Employee Surveys platform and ongoing improvements to metrics data processes and reporting.
• Deliver employee surveys and manage the analysis and reporting of regular and ad hoc survey results.
• Lead project and change management of end-to-end survey and research projects, applying agile principles.
• Prepare and transform data in data warehouses.
• Drive Agile Sprint Initiatives focused on simplification of data processes and business performance on key workforce initiatives.

Minimum Qualifications

• 3 or more years of experience in Financial Services or Human Resources.
• Experience delivering reporting and insights with strong analytical skills and close attention to detail.
• Survey design, data visualisation, business intelligence, or data warehousing experience preferred.
• Proficiency in Microsoft Office applications, especially Excel and PowerPoint.
• Self-motivated and results-focused with a collaborative, can-do attitude.

HR Business Analyst oversees Workday integration development through Enterprise Integration Builder, Workday Studio, and related methods, serving as the technical SME for Core HCM modules and data objects across a global stakeholder group. The work directly supports cross-functional Workday SMEs and business users by troubleshooting system issues, analyzing data discrepancies, and implementing new platform features that improve data quality and customer orientation.

Scope of Work

• Build Workday integrations through Enterprise Integration Builder, Workday Studio, and other integration methods.
• Own a technical SME role in Workday integrations.
• Collaborate with and support Workday SMEs in other functional areas.
• Implement and configure new features to enhance the Workday platform.
• Provide professional HR services with high customer orientation.
• Troubleshoot system issues and analyze data discrepancies to improve data quality.

Technical Qualifications

• Extensive Workday integration experience required.
• Profound knowledge of the Workday application, especially Core HCM modules and data objects.
• Strong problem-solving, analytical, and conceptual skills with the ability to evaluate and interpret relevant information.
• Proficient with Microsoft Office tools.
• Thorough coordination and organization skills with an independent and accurate working style.
• Sound risk and quality awareness with a trustworthy and discreet approach to handling sensitive data.
• Strong team spirit and intercultural competence to collaborate with a global group of stakeholders.
• High resilience and flexibility to adapt to a continuously changing environment.

Embedded within the HR and Business Technology function, the HR Business Analyst refines HR software solutions by liaising with key users, instructing vendors, and managing stakeholder expectations across project timelines and deliverables. Working closely with counterparts in HR, Business Technology, and product ownership, the analyst leads or participates in projects spanning HR and adjacent domains to achieve organizational goals through innovation and effective platform management.

Day-to-Day Responsibilities

• Contribute to the continuity, development, and innovation of HR software solutions.
• Liaise with key users to identify issues and opportunities and translate findings into workable solutions.
• Instruct vendors to make necessary changes and inspire them to innovate.
• Manage stakeholder expectations by aligning plans and ensuring all parties understand timelines and rationale.
• Participate in or lead smaller projects within HR and other domains.
• Team up with colleagues, counterparts in HR and Business Technology, and product owners to tackle projects that achieve organizational goals.

Qualifications & Experience

• Bachelor's or Master's degree, preferably in Human Resources, Business Economics, or a comparable field.
• 3 or more years of relevant work experience.
• Familiarity with Agile and DevOps methodologies.
• Experience with Jira or similar project management tools is a strong plus.
• Willingness to explore new tooling and HR platform domains.
• Effective verbal and written communication and presentation skills in English.

The HR Business Analyst creates alignment between HR business requirements and technical solutions by reviewing, analyzing, and documenting HR business systems and user needs across a complex multinational organization. Working with HR process owners, solution specialists, and external suppliers, the analyst facilitates design reviews and audits to ensure successful deployment of new and existing SAP or comparable HR platform solutions.

Key Responsibilities

• Review, analyze, and evaluate HR business systems and user needs.
• Document requirements, define scope and objectives, and formulate systems to align with overall HR goals.
• Work with HR process owners to identify, develop, and document business requirements for more effective performance and new service approaches.
• Analyze business processes and flows to enable development of new or existing technical solutions.
• Work with solution specialists to align technical solutions to business requirements and ensure quality design.
• Investigate problems and analyze options for new and existing services, providing recommendations.
• Work with stakeholders to identify objectives, opportunities, and potential benefits.
• Facilitate design reviews, audits, and relationships with suppliers and subject matter experts to ensure successful solution deployment.

Required Qualifications

• Undergraduate qualification in HR, Data Analytics, Information Management, or Business preferred.
• Proven practical experience in a role of similar complexity within an HR environment, ideally in a complex multinational organization.
• Understanding and experience of HR systems including SAP or similar platforms.
• Proven track record of successful implementations with quantifiable results.
• Ability to understand legislative, statutory, and regulatory requirements relevant to the role.
• Strong analytical, problem-solving, and stakeholder management skills.
• Ability to articulate both detailed and big-picture perspectives.

Embedded within a strategic multi-year data distribution transformation initiative, the HR Business Analyst executes the onboarding and offboarding of major data assets by partnering with HR and Technology teams to create functional specifications and design integration solutions. Working closely with Technology testers, HR stakeholders, and Agile workstreams, the analyst coordinates fit-gap analysis, user stories, and testing strategies that keep the project plan on track and risks visible to leadership.

Core Responsibilities

• Partner with HR and Technology teams to create functional specifications for ongoing changes to the data ecosystem.
• Work with peers and stakeholders to access, pull, clean, and analyze data from a variety of systems.
• Document business processes for data entry and updates in various systems and consult with technical developers to design integration solutions.
• Write user and sprint stories that guide workstreams in understanding how data is processed and transformed.
• Conduct fit-gap analysis for existing data consumers and vendor reporting products to drive change management.
• Partner with Technology and HR testers to design functional and system testing strategies and develop test cases.
• Maintain and communicate project plan progress, issues, and risks to leadership.

Skills & Qualifications

• 3 or more years of business analysis experience with strong process, data, and systems understanding.
• Familiarity with HR data, systems, and end-to-end project management lifecycle.
• Experience working in an Agile environment with the ability to write user stories and sprint tasks.
• Advanced Excel skills including functions, macros, and pivot tables, plus proficiency in PowerPoint.
• Experience with tracking and monitoring tools such as Jira.
• Strong written and verbal communication skills with the ability to engage stakeholders at all levels.
• Ability to work effectively in a fast-paced environment with shifting priorities, both independently and in a team.

Reporting to HR and IT business leadership, the HR Business Analyst guides quality assurance, regression testing, and day-to-day functional support for Oracle HCM Cloud, coordinating with offshore development teams to ensure quality and communication standards across HCM modules. Partnering with HR stakeholders, the analyst designs and develops reports and integrations while adhering to enterprise change management methodology to deliver reliable, maintainable HCM solutions.

Operational Focus

• Provide quality assurance services and regression testing for applicable HCM patches and upgrades.
• Provide technical and functional support to the HR and IT business team.
• Design and develop reports and integrations to ensure reuse and maintainability.
• Provide day-to-day support for HCM system issues by investigating problems and developing detailed resolution suggestions.
• Collaborate with HR stakeholders to understand business objectives and rapidly respond with working solutions.
• Coordinate with offshore development teams to ensure quality and communication standards in delivery.
• Adhere to the enterprise change management methodology and contribute to its improvement.

Experience & Qualifications

• 5 or more years of progressive experience with Oracle HCM Cloud application, Oracle BI Reporting, approval workflow configuration, and HCM modules, including Workforce Management or Recruitment Cloud.
• Experience with global delivery models and unit testing and test-driven development methodologies.
• Advanced Excel skills including VBA and Macros.
• Strong data pipeline architecture skills including ETL, data transformation, metadata, and workload management.
• Strong analytical skills related to working with unstructured datasets.
• Strong project management, organizational, and leadership skills.
• Ability to influence partners indirectly.
• Excellent written, verbal, and visual communication skills with strong time management in high-pressure environments.

Sitting at the intersection of HR process improvement and regulatory compliance, the HR Business Analyst elevates the standardization of role profiles and HR process documentation across PLI by working with the HR BP and business process owners to ensure all positions accurately reflect the regulatory environment. Operating across stakeholder groups in a regulated financial services and gaming entity, the analyst assesses current HR processes, introduces document templates, and identifies automation opportunities to strengthen compliance and operational consistency.

Work Activities

• Work with the HR BP to design and roll out a standardized HR role profile template.
• Liaise with stakeholders to understand key elements to include in the standardized template to reflect the regulatory environment.
• Work with business process owners to understand how process workflows interact with relevant roles and accurately reflect these steps in role profiles.
• Address stakeholder concerns in a timely manner by escalating to the HR BP or Head of HR.
• Assess current HR processes and determine process improvements.
• Introduce new document templates and checklists for the team where required.
• Assist in determining which processes could be automated and how they could be integrated with other business and technical processes.

Minimum Qualifications

• Third-level qualification in Computer Science, Information Technology, or a relevant discipline preferred.
• 2 or more years of experience in business analyst roles.
• Experience in business analysis within financial services and/or the gaming industry.
• Broad understanding of business processes and compliance in a regulated entity.
• Proficiency in MS Visio, IBM Blueworks, or other process mapping tools.
• Proficient user of modern office technologies.
• Strong analytical, problem-solving, and stakeholder management skills with excellent written and verbal communication.
• Strong organizational and interpersonal skills with a professional, flexible, and measured approach.

A key member of Amazon's Employee Services team, the HR Business Analyst coordinates data-driven initiatives that build scale, efficiency, and customer experience for HR operations, including Screening Services, working with program managers, operations managers, and leaders across the organization. Collaborating across cross-functional teams, the analyst designs operational and business dashboards, develops forecasting and prediction models, and translates data mining insights into actionable process improvements for Amazon employees worldwide.

Role Responsibilities

• Understand the various operations across Employee Services and identify improvement opportunities.
• Work with cross-functional teams to design, build, and deploy reporting systems and utilize metrics to determine improvement opportunities.
• Retrieve and aggregate data from multiple disparate sources and compile it into a digestible and actionable format.
• Develop analytics solutions including forecasting and prediction models.
• Perform data mining and analysis to identify trends and recommend opportunities for improvements.
• Partner with Screening Services country leads to build reporting and technical data-driven solutions that support automation and process streamlining.
• Support development of efficient processes by driving toward desired end states and ensuring the voice of the customer is reflected in all work.

Education & Experience

• Bachelor's degree in Business, Engineering, Mathematics, Statistics, or equivalent experience.
• Green Belt Certification preferred.
• 5 to 7 years of overall experience with 2 or more years in a business analyst, data analyst, or statistical analysis role.
• Experience in HR Operations, Background Checks, Recruitment, Staffing, or Payroll.
• Advanced working knowledge of SQL, ETL, and Excel.
• Experience with statistical packages such as R or Python for analyzing datasets.
• Experience with visualization technologies such as Tableau, Power BI, or AWS QuickSight.
• Strong analytical skills.
• Ability to communicate complex findings clearly and train others in technical skills.

As the Senior HR Business Analyst, this role leads system implementation, testing, and functional production support for the HCM application across 23 CSU campuses, mentoring other business systems analysts while coordinating program specifications, customizations, and SLA compliance at the California State University Chancellor's Office. The HR technology team relies on this work to analyze and troubleshoot complex PeopleSoft HCM application issues and maintain the functional documentation that sustains one of the nation's largest higher education systems.

Strategic Responsibilities

• Lead and participate in project teams to implement new system functionality within the HCM application.
• Analyze, test, and document custom modifications required to address CSU business requirements.
• Mentor, lead, and train other business systems analysts and quality assurance specialists.
• Conduct unit, system, integration, and regression testing of HCM bundles, maintenance releases, and upgrades.
• Coordinate program and functional specification development and testing, including time and cost estimates for customizations.
• Provide functional production support for 23 CSU campuses by analyzing and troubleshooting complex application issues and adhering to published SLAs.
• Create and maintain functional documentation required to support the HCM application.

Knowledge, Skills & Abilities

• Bachelor's degree in Computer Science or a related field, or an equivalent combination of education and experience.
• Minimum 5 years of HR functional experience working with PeopleSoft HCM 9.0 or 9.2 or a similar ERP.
• In-depth functional knowledge of at least one HCM module such as Absence Management, Benefits Administration, Time and Labor, or Workforce Administration.
• Experience with HR practices and systems in a higher education environment preferred.
• Excellent application implementation lifecycle skills, including requirements development, fit/gap analysis, and configuration.
• Technical SQL development expertise a plus.
• Excellent written and verbal communication skills, including listening, mentoring, and presentation abilities.

The HR Business Analyst guides requirements specification and business case development for HR Recruitment system integration with DBS and referencing solutions, encompassing feasibility assessment, solutioning for automated file transfers, and Oracle Cloud innovation at the HR Services department. Working with developers, subject matter experts, and multiple stakeholder groups, the analyst produces requirements through interviews, workshops, and workflow analysis to evaluate trade-offs between usability and performance.

Delivery Expectations

• Document and assess how current systems and processes meet HR business objectives in terms of feasibility, efficiency, and cost.
• Develop business cases for improvements required for HR Recruitment System integration with DBS and referencing solutions.
• Assist in solutioning for automated transfer of online personnel files from the HR Recruitment System to a Records Management system or Oracle Cloud HCM.
• Assist in Oracle Cloud innovation through Adaptive Intelligence, Digital Assistant, HR Service Desk, and position management enhancements.
• Produce requirements using interviews, document analysis, workshops, surveys, use cases, and workflow analysis.
• Investigate, analyze, review, and document HR Services department functions in terms of business processes and information usage.
• Evaluate information gathered from multiple sources, reconcile conflicts, and distinguish user requests from underlying true needs.
• Collaborate with developers and subject matter experts to establish technical vision and analyze trade-offs between usability and performance.

Professional Experience

• Good working knowledge of HR systems, ideally Oracle Recruitment Cloud or comparable HR platforms.
• Experience working with Cloud Solutions.
• Good working knowledge of Project Management methodologies.
• Knowledge of best practice in Business Analysis.
• Full understanding of the information lifecycle.
• Experience developing Business Cases, Functional Specifications, Use Cases, and screen designs.
• Good understanding of file transfer automation and system integrations.
• Competency in Microsoft applications including MS Teams, Visio, and MS Project.
• Strong written and verbal communication skills.
• Ability to document requirements, create process maps, and prepare analytical documents.

Embedded within the product and technical ownership structure, the HR Business Analyst crafts technical requirements translated from internal client data needs, defining current and future operational scenarios including processes, models, use cases, ETL, and solutions in partnership with business clients, product owners, and IT architects. Working closely with HR operational groups, legal, compliance, and the CIO development team, the analyst coordinates UAT, manages data governance obligations across GDPR, CCPA, and LGPD, and ensures all stakeholders understand system changes and requirements.

Engineering Responsibilities

• Elicit business requirements from customers, analyze them within system capabilities, and communicate them as technical requirements to development teams.
• Manage stakeholder expectations and priorities.
• Serve as liaison between HR operational groups, legal, compliance, and the CIO development team to ensure requirements and system changes are understood by all parties.
• Collaborate with testing and development teams on bug fix verification and validation.
• Operate within Agile and waterfall change and problem management methodologies.
• Coordinate manual data preparation, validation, and loads, including error review and fixes.
• Support collaborative test planning for UAT dry runs and support users during UAT phases.
• Provide education to internal customers on data reporting interpretation and analytics.

Background & Experience

• Experience providing SME guidance on PI/SPI compliance concerns and data governance regulations, including GDPR, CCPA, and LGPD.
• Experience in complex data analysis, queries, mapping, and ETL processes.
• Familiarity writing simple to medium complexity SQL queries.
• Experience with enterprise data warehouse environments and Agile methodology including Design Thinking.
• Experience with documentation of systemic data flows, validation, control points, and access permissions.
• Knowledge of HR program lifecycles and relevant People Data metrics.
• Expertise in Excel, PowerPoint, and Word for developing business cases and leadership briefings.
• Effective use of digital collaboration platforms.
• Proficiency in reading and writing English.

Senior HR Business Analyst manages end-to-end HRIS evaluation, configuration, and implementation across HR, Payroll, IT, and Benefits functions, ensuring system accuracy through data audits, user acceptance testing, and comprehensive documentation. The work directly supports HR leadership by providing consultative reporting, dashboard development, and training for new system users across eligibility, enrollment, and benefit procedures.

Ownership Areas

• Ensure systems functionality supports all HR functions, including system implementations, HRIS, applicant tracking, learning management, and talent management systems.
• Work with HR, Payroll, IT, and Benefits teams to identify and analyze business process improvement opportunities.
• Serve as liaison between HR, Finance, and IT departments on HR systems support and analysis.
• Research application capabilities and evaluate unimplemented functionality that would benefit users.
• Create detailed business requirements analyses and continually implement initiatives to streamline and automate processes.
• Research, document, and resolve application problems and unexpected results in partnership with IT.
• Coordinate and execute testing and modifications to support system changes and conduct user acceptance testing.
• Conduct periodic data audits for system accuracy and maintain appropriate audit trails.
• Provide consultative support to HR in developing queries, creating reports, and defining dashboard requirements.
• Develop and maintain user procedures, guidelines, and documentation, and provide training for new system users.

Minimum Qualifications

• High school diploma or GED required, Bachelor's degree preferred.
• 5 or more years of experience in Human Resources, HR systems, and HR system implementation.
• Proven experience in evaluating, analyzing, designing, implementing, configuring, and maintaining HRIS.
• Strong knowledge of HR processes and data, including eligibility and enrollment rules and benefit procedures.
• Strong knowledge of metric creation, complex query report building, and project management techniques.
• Proficiency in Microsoft Office Suite, including advanced Excel skills for large data analysis.
• Ability to design, develop, test, implement, and maintain system development lifecycle phases.
• Strong communication, collaboration, and leadership skills with the ability to motivate and develop others.