HRIS Tech Business Analyst

• We are seeking an experienced HRIS Tech Business Analyst to bridges the gap between Human Resources and Information Technology. They translate business needs into functional system configurations, optimize HR tech platforms (e.g., Workday, SuccessFactors, ADP), ensure data integrity, manage system integrations, and lead User Acceptance Testing (UAT). This role will focus on working closely with business stakeholders through the full SDLC.

Responsibility:

• Requirements Gathering: Partner with HR leaders and business stakeholders to document functional needs and translate them into system specifications
• System Configuration: Manage, configure, and maintain HRIS modules (e.g., Core HR, Payroll, Benefits, Talent, and Recruiting) to support organizational workflows
• Integration & Data Management: Monitor inbound/outbound data feeds with third-party vendors and ensure high data quality, security, and privacy compliance
• Testing & Quality Assurance: Design test scenarios, coordinate UAT, and troubleshoot system defects before launching updates or new features
• Reporting & Analytics: Develop and maintain standard/ad-hoc reports and dashboards to support workforce planning and compliance needs
• User Support & Training: Serve as the primary point of escalation for system issues and create documentation, job aids, and training materials for end-users

• Education: Bachelor s degree in business administration, Human Resources, Information Technology, or a closely related field
• Experience: Typically, 5+ years of experience in business analysis, HR systems administration, or HRIS implementation.
• Technical Proficiencies: Hands-on experience with major cloud-based platforms such as Workday HCM, Oracle HCM Cloud, SAP SuccessFactors, or BambooHR.
• System Skills: Strong Excel capabilities (VLOOKUPs, pivot tables) and familiarity with SQL or API troubleshooting
• Soft Skills: Excellent translation of technical jargon to non-technical users, rigorous attention to detail, and a deep understanding of HR data privacy laws