Senior HR Systems Business Analyst

Senior Business Analyst on HR Systems & Employee LifecycleLocation: 100% Remote - PST Required (US Only)Pay rate:  $80/hr on W2Contract Duration: 12 months with possibility for extension/conversionBenefits: Health, Dental Vision, PTO, 401KJob Overview The primary responsibility of this role is to review, analyze, and refine project and enhancement requests across a portfolio of first-party and third-party HR technology applications supporting the employee lifecycle. This role partners closely 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 is responsible for analyzing user requirements across HR systems and employee lifecycle processes, coordinating UAT planning and execution, communicating project status and risks, and driving multiple initiatives forward across HR Technology, People Operations, and Engineering teams. The role also supports larger HR technology programs by partnering with solution designers to develop business and functional requirements documentation (BRDs/FRDs), coordinate testing activities, and provide hypercare support during implementation and post-launch phases. Successful candidates will demonstrate the ability to bridge the gap between HR business needs and technical implementation, ensuring that employee lifecycle processes are optimized through technology solutions. The role requires someone who can think strategically about HR systems architecture while managing tactical enhancement requests and stakeholder expectations.

Core Responsibilities

• HR Systems Expertise Drive clear, consistent communication on enhancement requests across HR systems (HRIS, HCM, and employee lifecycle platforms). Maintain visibility into status, blockers, dependencies, and data gaps, ensuring accurate and timely updates across stakeholders.
• Stakeholder Partnership Partner with HR Business Partners, People Operations, and requestors to clarify problem statements, define success criteria, and align on business priorities for employee lifecycle initiatives. Ensure alignment between business intent and technical execution.
• Impact Assessment Evaluate and validate business justification and impact statements for enhancement requests. Apply structured scoring and prioritization frameworks to ensure HR technology initiatives are assessed consistently and aligned with organizational goals.
• Requirements Management Structure, document, and manage requirements across HR, People Operations, Engineering, and cross-functional partners. Facilitate clarification cycles, resolve ambiguities, and ensure requirements are complete, testable, and implementation-ready.
• System Navigation Operate effectively across multiple HR systems and tools, including Workday, Salesforce, DocuSign/SpringCM, and related employee lifecycle platforms. Independently trace dependencies through documentation, SMEs, and integration touchpoints to resolve gaps and validate requirements.
• Solution Design Apply strong system design and governance principles to shape and refine requirements. Ensure solutions align with HR policies, compliance requirements, and scalable architecture standards across the employee lifecycle ecosystem.
• Process Optimization Support continuous improvement of HR technology intake, enhancement, and delivery processes. Identify friction points, streamline workflows, and help refine governance and execution models for HR systems delivery.
• Escalation Management Manage escalations from HR stakeholders with urgency and clarity. Balance stakeholder empathy with business priorities, engineering capacity, and system constraints to drive resolution and maintain delivery momentum.

Required Skills & Experience:

HR Systems & Employee Lifecycle (Mandatory)

• 5+ years of hands-on experience across HRIS, HCM, or enterprise HR technology environments.
• Deep end-to-end understanding of the employee lifecycle, including onboarding, performance management, career development, compensation, benefits administration, time & leave, payroll, and offboarding.
• Proven experience delivering HR technology implementations and supporting hire-to-retire system integrations.
• Working knowledge of HR compliance frameworks, employment law considerations, and global mobility requirements.
• Experience improving employee experience through People Operations workflows and HR systems optimization.

Salesforce & Workday Expertise (Mandatory)

• 4+ years of hands-on experience with Salesforce and Workday configuration across core HCM modules, including Core HR, Benefits, Compensation, Time & Leave, Payroll, and Recruiting.
• Strong understanding of Workday Security model, including role-based access and provisioning.
• Experience with Workday integrations using Studio, EIB (Enterprise Interface Builder), and Workday Web Services (WWS) APIs.
• Working knowledge of Workday functional areas, including business processes, reporting, calculated fields, and data management.
• Experience with enterprise integration patterns and middleware solutions supporting Workday ecosystems.
• Salesforce and/or Workday certifications strongly preferred (module-specific or applied configuration certifications).

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)

Must-Have Skills:

• HR Systems Domain Expertise Deep expertise across HRIS/HCM platforms and end-to-end employee lifecycle processes, with strong hands-on experience in Workday HCM modules and related HR technology ecosystems.
• Solution Design Proven experience translating HR business requirements into scalable technical solutions across multiple systems, ensuring alignment with architecture standards, integration dependencies, and enterprise governance.
• Stakeholder Communication Strong ability to lead requirements discussions, facilitate alignment across HR, People Operations, and Engineering teams, and manage expectations in fast-paced, cross-functional environments.

Nice to Have Skills:

Salesforce Experience

• Experience with Salesforce in HR technology environments, including case management and employee service workflows.
• Familiarity with Salesforce Service Cloud for HR support operations.
• Exposure to Salesforce AI capabilities (e.g., Agentforce, Einstein) for workflow automation.
• Experience with Salesforce–Workday integrations and cross-platform data synchronization.

AI & Automation

• Hands-on experience with AI tools, including conversational AI, workflow automation, and process optimization.
• Experience identifying and implementing automation opportunities across employee lifecycle processes.
• Understanding of AI-enabled HR technologies and digital transformation initiatives.

Additional Experience

• Experience with DocuSign/SpringCM or similar tools for document automation and employee onboarding workflows.
• Ability to manage multiple concurrent HR technology initiatives with strong prioritization discipline.
• Experience participating in change control boards and HR technology governance processes.
• Project or program management experience in HR system implementations.
• Exposure to global HR operations and multi-entity system configurations.

Required Education:

• Bachelor’s degree in Management Information Systems, Computer Science, Human Resources Information Systems, or related technical field (or equivalent practical experience).
• 5+ years of experience in HR systems, business analysis, or HR technology roles.
• Proven track record of delivering HR technology implementations and process improvements in complex environments.