Senior System Analyst (HR)

Why this role exists:

This role exists to own the technical evolution, configuration standards, and data architecture across our entire Talent technology stack. You’ll help us scale our HR efficiency by translating complex business needs from Talent stakeholders into seamless system workflows, automated integrations, and robust analytics capabilities.

What you’ll drive:

Requirements and Backlog Ownership

Own the end-to-end Talent Tech backlog by scoping, prioritizing, and translating business requests into high-quality technical specifications (BRDs, use cases, user stories).

Plan the business analysis approach, stakeholder engagement, and requirements lifecycle management specifically for Talent systems.

Facilitate discovery workshops with Talent stakeholders to uncover underlying operational pains, identify Change Requests, and define clear project scopes.

Architecture, Systems and Automation

Define and enforce configuration standards (business rules, workflows, permissions) and People data architecture, including field taxonomy, naming conventions, and governance rules.

Identify and execute low-code/no-code automation opportunities (using tools like n8n, Make, Zapier) and API-based integrations to eliminate manual friction across HR operations.

Execute straightforward system configurations directly while scoping complex technical builds for engineering or external vendors.

Delivery, Rollouts and AI Initiatives

Lead the end-to-end technical execution of major Talent system rollouts and updates—from discovery and scope definition to UAT, deployment, and adoption planning.

Coordinate day-to-day project tasks and backlog items for contractors and external vendors to ensure timely delivery.

Conduct feasibility studies on HR processes, defining AI use cases, establishing success metrics, and validating post-deployment performance.

Data Analytics and BI

Translate complex business questions into actionable BI requirements (for Tableau, Power BI, or Superset) and Analytics Platform specs (such as BigQuery).

Partner with data teams to ensure People data pipelines are clean, reliable, and aligned with company reporting standards.

Communicate project milestones, technical specs, and system performance metrics transparently to HR leadership and technical partners.

What makes you a GR8 fit:

Must-have

3+ years of experience as a System Analyst, Business Analyst, or Product Owner managing complex software/system projects.

Strong hands-on background in writing clear technical specifications (BRDs, user stories, use cases) and process mapping (current/future-state workflow diagrams).

Proven experience leading end-to-end software rollouts or major platform updates, from initial discovery through UAT to deployment.

Practical understanding of system configuration concepts (workflows, business rules, permissions, data taxonomy) and data analysis tools (SQL, Excel).

Familiarity with automation/integration concepts (APIs, low-code tools like n8n, Make, Zapier) and BI platforms (Tableau, Power BI, Superset, or BigQuery).

Demonstrated ability to independently manage, scope, and prioritize a high-volume backlog with minimal supervision.

Excellent communication and stakeholder management skills to bridge the gap between business teams and engineering/vendors.

Nice-to-have

Domain knowledge in HR processes and metrics (OKRs, KPIs, talent acquisition, and employee lifecycle flows).

Hands-on experience in ERP configuration or building directly within an Analytics Platform/Data Warehouse.

Professional certifications in Business Analysis or Data (IIBA ECBA/CCBA/CBAP, PMI-PBA, CAP, or Power BI Data Analyst Associate).