Senior Business Analyst (HR Technology)

What you’ll do

• Partner with HR teams and related functions to understand their day-to-day workflows, pain points, and opportunities for improvement.
• Facilitate interviews, workshops, and discussions with diverse stakeholders, ensuring different perspectives are captured, aligned, and clearly documented.
• Consolidate inputs into structured business requirements and user stories for product and engineering teams.
• Analyze and document current HR processes and data flows between systems and create clear visual diagrams of workflows and integrations.
• Work closely with the product managers to design future-state solutions, including low-fidelity prototypes and UX concepts that help stakeholders visualize changes and provide feedback.
• Prepare and maintain documentation for new and existing processes and systems, including requirements, specifications, process flow diagrams, data dictionaries, and user guides.
• Define and track key product metrics to evaluate the effectiveness and adoption of internal HR technology solutions.

What we’re looking for

• Mid- to senior-level experience as a business analyst or product manager, ideally working on internal products or platforms.
• Experience with HR technology projects or internal tools is a strong plus.
• A solid understanding of core HR processes (e.g. recruiting, onboarding, performance reviews, payroll, benefits).
• Experience working with both SaaS HR systems and custom in-house tools.
• Strong skills in gathering and documenting business requirements, mapping processes, and working with complex rules and dependencies.
• Proficiency with prototyping and diagramming tools, and the ability to communicate ideas visually.
• A basic understanding of software development and system architecture.
• Comfort working with both technical and non-technical stakeholders.
• Strong communication skills and the ability to work effectively across functions and with external vendors.
• Working proficiency in English.

HR Technology Implementation & Integration

• Lead end‑to‑end implementation of new HR tools and platforms (e.g., HRIS, ATS, performance management, learning, payroll‑adjacent tools).
• Own system configuration, testing, data migration, go‑live planning, and post‑implementation stabilization.
• Manage integrations between HR systems and other internal platforms (e.g., finance, identity management, analytics tools).
• Serve as the primary point of contact for HR technology vendors, implementation partners, and internal technical teams.

Product Ownership & Roadmap Management

• Act as product owner for assigned HR technology products, defining vision, roadmap, and success metrics.
• Gather, prioritize, and translate business requirements into functional specifications and user stories.
• Balance user needs, technical feasibility, compliance requirements, and cost considerations.
• Manage product backlogs, enhancements, and system upgrades.

Internal Process Review & Optimization

• Review existing HR processes (e.g., hiring, onboarding, performance reviews, employee data management) to identify inefficiencies and manual work.
• Design improved, scalable processes aligned with best practices and business objectives.
• Partner with HR stakeholders to standardize workflows across teams and regions where applicable.

Automation & Continuous Improvement

• Identify opportunities to automate HR workflows using existing systems, integrations, or low‑code/no‑code tools.
• Drive continuous improvement initiatives to reduce manual effort, errors, and cycle time.
• Monitor system usage, adoption, and performance; propose data‑driven improvements.

Stakeholder Management & Change Enablement

• Collaborate closely with HR leadership and functional teams to ensure solutions meet operational and strategic needs.
• Support change management activities, including communication, training, and documentation for end users.
• Ensure alignment with data privacy, security, and regulatory requirements.