Job Description : 

• Bachelor’s degree in Business Administration, Information Systems, Human Resources, or related field.

• 7–10 years of Business Analyst experience, including 2–3 years focused on HR systems and processes.

• Proven ability to document complex requirements and influence diverse stakeholders.

• Deep knowledge of HR functions such as compensation, organizational design, talent management, and workforce planning.

• Strong analytical and problem-solving skills with both strategic and execution focus.

• Excellent written and verbal communication skills for technical and non-technical audiences.

• Experience creating process flows, use cases, and requirements documentation using tools like Visio or Confluence.

• Ability to work independently, manage ambiguity, and deliver results in complex environments.

• Familiarity with agile methodologies and tools such as Jira or Azure DevOps.

Preferred Qualifications:

• Professional certification in Business Analysis (CBAP, CCBA, PMI-PBA, or IIBA).

• Hands-on experience with HR systems such as Workday, SAP SuccessFactors, or Oracle HCM.

• Strong understanding of job architecture concepts including job families, levels, and evaluation methodologies.

• Knowledge of compensation philosophy, market benchmarking, and frameworks (e.g., Hay, Mercer, Willis Towers Watson).

• Awareness of AI-driven job matching and skills-based talent management approaches.

Key Responsibilities

Requirements Management:

• Gather, analyze, document, and validate business requirements through interviews, workshops, surveys, and observation.

• Translate business needs into functional requirements, user stories, and acceptance criteria.

• Maintain requirements traceability throughout the project lifecycle.

• Facilitate prioritization sessions balancing business value, technical feasibility, and resource constraints.

• Manage requirement changes via formal change control processes and assess impact on scope, timeline, and budget.

Analysis & Documentation:

• Conduct current-state analysis of job frameworks.

• Document business process flows, use cases, and process maps for job matching, descriptions, and grading workflows.

• Define data mapping specifications between the job architecture platform and existing HR systems.

• Create functional specification documents and support user acceptance testing.

Stakeholder Engagement:

• Build strong relationships with HR leadership, Compensation & Benefits, Talent Acquisition, HRIS, and other stakeholders.

• Facilitate workshops and design sessions to gather input and build consensus.

• Navigate complex stakeholder dynamics, manage competing priorities, and negotiate requirements diplomatically.

• Present findings and recommendations to executive leadership and technical teams clearly and confidently.

• Act as the primary liaison between business stakeholders and technical delivery teams.

Domain Expertise:

• Serve as a subject matter expert on job architecture principles.

• Stay current on HR technology trends, job architecture best practices, and skills-based talent management.

• Provide guidance on HR data governance, quality standards, and compliance requirements.

• Mentor junior analysts on HR domain knowledge and business analysis techniques.

Key Success Factors:

• The ideal candidate combines deep HR domain knowledge, strong analytical skills, and exceptional interpersonal abilities.

• Success requires confidence to challenge constructively, diplomacy to navigate organizational politics, and persistence to drive clarity and consensus among competing viewpoints while remaining objective and analytical.