Principal Workday Business Analyst

Careers that Change Lives

The HR Technology Business Analyst will report to the HR Digital Solutions and Services Leader supporting the implementation, enhancement, and management of new and existing HR technology solutions. This role will be an individual contributor role, collaborating across a matrixed global stakeholder group including HR leaders and experts, IT, Digital Enablement, and other functional partners.   This team member will support the team to ensure a high level of service delivery and operational excellence in the HR technology space and requires a strong balance between technical expertise, business acumen, and leadership skills.

This position will work in our Fridley, MN OHQ location per the hybrid guidelines.

Responsibilities may include the following and other duties may be assigned.

• Functional / Technical Expertise:  Bring global perspective and experience in HR technology program best practices, process design, implementation, and continuous improvement. Work with HR Centers of Expertise, vendors and/or IT to design, implement and maintain HR technologies.
• Support of Strategic Objectives: Support and thought partnership in development of tech roadmaps aligned to strategic objectives. (i.e.Input based on backlog and needs, documentation)
• Requirements Gathering and Analysis: Elicit, document, and analyze business requirements related to HR digital solutions. Collaborate with stakeholders to understand current processes, break down complex business problems and identify opportunities for improvement.
• Delivery: Lead or support the implementation of HR digital solutions, ensuring alignment with organizational goals and objectives. Make connections across systems process, design, configuration, customization, and integration to ensure business needs are considered and met. Create recommendations that set the standard for excellence and best practice with HR process and technology solutions. 
• Solutions Assessment: Evaluate emerging HR technologies and support assessment of current state, in collaboration with IT and HR partners, to develop recommendations for optimization, enhancement or adoption of new or existing technologies. Stay abreast of industry trends and best practices in HR technology.
• Leadership and Mentoring: Provide leadership and guidance to junior business analysts within the team. Mentor team members on best practices, industry standards, and professional development.
• Documentation: Create and maintain comprehensive documentation for HR systems, processes, and configurations. Functional / technical documentation and artifacts required to support requirements management, change management, implementation or ongoing program management.  User guides, FAQs and training materials for both technical and non-technical audiences as needed.
• Quality Assurance: Conduct thorough testing of HR systems to ensure functionality, performance, and security. Implement quality assurance measures to minimize the risk of system errors and data discrepancies.
• Stakeholder Collaboration: Work closely with HR teams, IT professionals, and external vendors to ensure successful delivery of HR digital solutions. Facilitate communication between technical and non-technical stakeholders. Facilitate alignment across stakeholder groups on critical business requirements. Manage stakeholder expectation and maintain focus on opportunity and needs verses solutioning during requirements gathering
• Problem Solving: Encourage creative problem solving and support the Digital Enablement team in devising innovative solutions to overcome obstacles in enabling HR processes.