HRIS Business Analyst

Requirements

The main function of this role is to support reviewing & refining project/enhancement requests across multiple 1st party & 3rd party applications within the HR technology and employee lifecycle domain. This is a collaborative role with a focus on partnering with business stakeholders to clearly define problem statements, requirements, and prioritization, and translating those to clear, complete technical requirements for engineering partners.

The business systems analyst will be responsible for analyzing user requirements specific to HR systems and employee lifecycle processes, planning & organizing UAT, communicating status updates, gathering additional information when needed, and balancing forward progress of multiple requests across HR technology, People Operations, and engineering partner groups. The analyst will also support long-term projects by partnering with solution designers to draft functional & business requirements documents (FRD & BRD), plan & organize UAT, and support hypercare operations for HR technology implementations.

Core Responsibilities:

HR Systems Expertise: Consistent, timely, clear communication of status updates, blockers, and additional information needed for enhancement request processing across HR technology landscape including HRIS, HCM, and employee lifecycle systems Stakeholder Partnership: Partner with HR business partners, People Operations teams, and requestors to clearly define problem statements, success criteria, and business priority of submitted requests within the employee lifecycle domain Impact Assessment: Validate business justification & impact statements submitted by requestors and apply the enhancement impact scoring framework specifically for HR technology initiatives

Solution Design: Apply sound design & system governance principles to refine & prioritize requirements expressed by stakeholders within HR compliance and policy frameworks

Required Skills & Experience:

HR Systems & Employee Lifecycle (MANDATORY):

5+ years of hands-on experience working with HR systems, HRIS, or HCM

5+ platforms

Deep understanding of complete employee lifecycle processes including onboarding, performance management, career development, compensation, benefits administration, time & leave management, and offboarding Proven experience in HR technology implementations and system integrations across hire-to-retire processes Knowledge of HR compliance frameworks, employment law considerations, and global mobility requirements Experience with employee experience optimization and People Operations workflows Workday Expertise (MANDATORY):

4+ years of hands-on Workday configuration experience across multiple HCM modules including Core HR, Benefits, Compensation, Time & Leave, Payroll, and Recruiting. Thorough knowledge of Workday Security provisioning.

Workday HCM Certification strongly preferred (Applied Concepts, module-specific certifications) Proven experience with Workday integrations including Studio, EIB (Enterprise Interface Builder), and WWS (Workday Web Services) APIs Understanding of Workday functional areas including security model, business processes, and reporting capabilities Experience with Workday data management, calculated fields, and custom reporting Knowledge of enterprise integration patterns and middleware solutions with Workday Core Business Analysis Skills:

Strong experience in requirements collection & definition specifically for HR technology projects Exceptional verbal and written communication skills with ability to translate complex HR processes into technical requirements Advanced problem-solving skills and attention to detail in HR systems context Strong interpersonal skills for working with diverse HR stakeholders Proven ability to work independently and manage multiple HR technology projects simultaneously Expert knowledge of solution design & business system governance within HR domain Comprehensive understanding of HR business applications & architecture Technical & Process Skills:

Strong knowledge of system integration patterns and API management Experience with UAT planning and execution for HR system implementations Proficiency in drafting technical documentation including BRDs, FRDs, and process flows Understanding of change management and impact assessment methodologies Knowledge of data privacy and security considerations in HR systems (GDPR, employee data protection)