Overview
The HRIS Business Analyst – HR Systems serves as a strategic liaison between Human Resources, HRIS, Information Technology, and business stakeholders to translate business needs into scalable HR technology solutions.
This role leads requirements gathering, process analysis, solution design, testing, and implementation support across Workday and related HR technologies. The HRIS Business Analyst partners with stakeholders to understand the underlying business problem, identify opportunities for improvement, and help deliver solutions that improve efficiency, user experience, data quality, controls, and business outcomes.
Responsibilities
- Partner with HR and business stakeholders to understand business needs, pain points, risks, and desired outcomes.
- Lead requirements-gathering sessions and translate business needs into clear functional requirements, process flows, user stories, and acceptance criteria.
- Analyze current-state and future-state processes and recommend opportunities to simplify workflows, reduce manual effort, strengthen controls, and improve the employee and user experience.
- Challenge unclear or conflicting requirements and help stakeholders distinguish between a requested system change and the underlying business problem.
- Partner with HRIS functional and technical resources to design scalable Workday solutions aligned with business requirements and system capabilities.
- Evaluate the impact of proposed changes across Workday business processes, configuration, reporting, integrations, security, and connected systems.
- Develop and coordinate test scenarios, regression testing, and User Acceptance Testing for system enhancements, releases, and implementations.
- Support implementation planning, change readiness, end-user adoption, and post-production validation.
- Analyze complex system or process issues, perform root-cause analysis, and recommend sustainable solutions.
- Facilitate cross-functional discussions and decision-making when stakeholders have competing priorities or requirements.
- Help prioritize system enhancements based on business value, complexity, risk, and organizational impact.
- Maintain clear documentation of business requirements, process flows, functional specifications, testing, and system changes.
Qualifications
- Bachelor’s degree in Human Resources, Information Systems, Business Administration, Information Technology, or related field experience.
- 4+ years of experience in HRIS, HR technology, business analysis, or a related systems role.
- Experience working with Workday HCM strongly preferred.
- Demonstrated experience gathering and documenting business and functional requirements.
- Experience with business process mapping, workflow analysis, solution design, and process improvement.
- Experience supporting system enhancements, implementations, releases, testing, and User Acceptance Testing.
- Strong understanding of how changes may impact system configuration, reporting, integrations, security, and downstream applications.
- Strong analytical and problem-solving skills with the ability to identify root causes and evaluate alternative solutions.
- Strong stakeholder management, facilitation, and consultative skills.
- Excellent written and verbal communication skills with the ability to translate between technical and non-technical audiences.
- Ability to manage multiple priorities and initiatives in a fast-paced environment.
Preferred Qualifications
- Experience supporting one or more Workday functional areas such as Core HCM, Recruiting, Compensation, Benefits, Payroll, Time Tracking, Absence, Talent, or Learning.
- Familiarity with Workday reporting, integrations, security, EIBs, or configuration.
- Experience supporting HR technology transformation or large-scale process improvement initiatives.
- Workday Pro, Business Analysis, or related professional certification is a plus.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
LA County Applicants: The Company will consider qualified applicants, including those with criminal histories, in a manner consistent with applicable state and local laws.
Profit Center
PC-4012
