HRIS Business Process Specialist or Lead HRIS Business Process Specialist

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The HRIS Business Process Specialist connects HR strategy, business processes, and technology delivery. The role leads structured discovery, enterprise process analysis, requirements, prioritization, governance, and delivery readiness for Workday and related HR technologies. In partnership with HR Centers of Expertise, HR Business Partners, HR Operations, HRIS, IT, Finance, Compliance, and vendors, the analyst defines the right business problem, evaluates system and non-system options, and guides sustainable solutions that reflect cross-functional impacts, security and control expectations, data needs, and long-term supportability.

The role is distinct from day-to-day HRIS administration and configuration ownership. Its primary contribution is establishing clarity and alignment across intake, business process design, requirements, roadmap priorities, governance decisions, testing and release readiness, stakeholder adoption, and benefits realization. The job family helps HRIS advance from foundational practices toward integrated capability and selected advanced practices through disciplined, repeatable, and data-informed ways of working.

Key Responsibilities:

The following responsibilities apply across the job family. Level differentiation is based on scope, complexity, independence, enterprise impact, influence, and leadership rather than duplicative responsibility lists.

Intake, Prioritization, Portfolio, and Roadmap Management:

• Lead or support intake for HR technology enhancements, optimization opportunities, production concerns, projects, regulatory needs, and strategic initiatives.
• Clarify requests, desired outcomes, urgency, risk, dependencies, impacted populations, and decision owners before work enters the portfolio or backlog.
• Apply established prioritization criteria, including business value, risk, compliance, employee impact, strategic alignment, effort, readiness, and dependencies; prepare recommendations for governance decisions.
• Maintain portfolio, backlog, roadmap, decision, and dependency information so stakeholders and leaders have reliable visibility into work status, tradeoffs, and upcoming decisions.
• Facilitate cross-functional alignment when stakeholders have competing priorities, conflicting requirements, or different definitions of success.

Process Discovery, Requirements, and Enterprise Analysis:

• Lead or support discovery sessions to identify the underlying business need, root causes, assumptions, process gaps, user impacts, data requirements, and system dependencies.
• Document and validate current-state and future-state processes, business rules, requirements, decisions, acceptance criteria, traceability, and implementation readiness.
• Perform fit-gap, change-impact, stakeholder-impact, control-impact, and dependency analysis across HR processes, worker populations, Workday modules, integrations, security, reporting, and downstream systems.
• Challenge solution-first requests and recommend the appropriate Workday, process, policy, data, reporting, training, or non-system response.
• Promote delivered functionality, enterprise standards, simplification, automation, scalability, and sustainable ownership before custom or one-off approaches.

HR Technology Governance, Risk, and Decision Support:

• Translate business needs into clear functional direction for HRIS, IT, vendors, and Workday support partners without assuming technical ownership assigned to another team.
• Ensure proposed changes follow intake, design, security, data, testing, change-control, documentation, release, compliance, and production-readiness expectations.
• Assess downstream impacts and explain options, constraints, risks, costs, dependencies, and tradeoffs in clear business language.
• Prepare decision materials and recommendations; document decisions, ownership, conditions, and follow-up actions.
• Escalate issues that exceed delegated authority or require leadership governance while preserving momentum and providing a recommended path forward.
• Partner with Workday Enablement Lead and HR Solutions Center to evaluate impacts of system changes to end users, provide recommendations and support communication needs as determined by the HR change leadership team.

Release Readiness, Testing, and Quality Coordination:

• Translate approved business changes into impact assessments, testing requirements, readiness activities, communications, training needs, and support preparation.
• Partner with HRIS and process owners to define unit, regression, integration, and user acceptance testing scope, scenarios, expected outcomes, evidence requirements, roles, and sign-off criteria.
• Coordinate cross-functional testing and readiness across HR COEs, HR Operations, HRSC, IT, Finance, Compliance, and vendors; identify gaps, blockers, and unresolved decisions.
• Support release readiness playbooks, debriefs, defect and issue-pattern reviews, and lessons learned that improve future quality and predictability.
• Use business-process and case insights to identify skill gaps, process breakdowns, recurring issues, and opportunities for clearer ownership or enablement.

Project, Change, and Delivery Leadership:

• Lead small to moderately complex HR technology initiatives and serve as the business process lead or product-facing analyst for larger initiatives.
• Define and manage the analysis and readiness work plan, deliverables, dependencies, risks, decisions, and stakeholder commitments.
• Coordinate work from discovery through design, testing, deployment, stabilization, and transition to sustainable support.
• Provide concise, audience-appropriate status reporting that distinguishes completed work, work in progress, upcoming decisions, risks, blockers, and requested leadership actions.
• Support adoption by preparing stakeholders, clarifying role and process changes, coordinating enablement, and confirming that the implemented solution addresses the approved business need.

Cross-Functional Partnership and Capability Building:

• Build trusted relationships across HR, IT, Finance, Compliance, and vendor partners while maintaining clear accountability and decision rights.
• Coach stakeholders on effective requirements, prioritization, testing, readiness, and sustainable use of Workday capabilities.
• Create reusable templates, standards, playbooks, process maps, decision records, and knowledge resources that reduce reliance on tribal knowledge.
• Share knowledge through facilitation, coaching, pairing, demonstrations, and lessons learned; support development of business-analysis and product-delivery capability across the team.
• Identify opportunities to improve HR technology governance, operating rhythms, portfolio transparency, cross-functional readiness, and vendor engagement.

HRIS Business Process Specialist:

• Analyzes, documents, coordinates, and recommends within assigned workstreams or moderately complex initiatives.
• Owns defined process areas, workstreams, or initiatives involving several stakeholder groups.
• Works independently within established methods and governance; seeks guidance for novel, high-risk, or enterprise decisions.
• Facilitates defined discovery, documents traceable requirements, develops options, and validates readiness.
• Maintains backlog and roadmap information and applies established criteria to prepare recommendations.
• Applies established governance, security, data, testing, change-control, and compliance requirements.
• Coordinates analysis, testing, readiness, communications, risks, and transition for assigned work.
• Builds partnerships, facilitates working sessions, and contributes reusable tools and knowledge.
• Complete analysis, traceable decisions, dependable coordination, stakeholder readiness, and quality delivery.

Lead HRIS Business Process Specialist:

• Establishes direction, decision paths, and alignment for highly complex, ambiguous, or enterprise-impacting work.
• Leads cross-functional initiatives, portfolio segments, governance topics, or roadmap decisions spanning multiple COEs and downstream impacts.
• Independently structures ambiguous work, selects the analysis approach, and escalates only decisions requiring leadership authority.
• Leads complex discovery, challenges assumptions, resolves conflicting requirements, and establishes enterprise solution direction.
• Shapes prioritization approach, facilitates tradeoffs, and develops portfolio and roadmap recommendations for decision-makers.
• Interprets enterprise impacts, advises on controls and risk, and improves governance practices and decision quality.
• Leads delivery approach, cross-functional dependencies, risk resolution, executive visibility, and end-to-end readiness for complex initiatives.
• Influences across HR, IT, vendors, and leadership; coaches stakeholders and analysts and leads difficult decisions without direct authority.
• Aligned enterprise decisions, sustainable solutions, portfolio transparency, reduced delivery risk, and stronger organizational capability.

(Equivalent combination of education and experience will be considered.)

HRIS Business Process Specialist - Minimum Qualifications:

• Bachelor's degree in Human Resources, Business Administration, Information Systems, Organizational Development, Analytics, or a related field, or an equivalent combination of education and relevant experience.
• Two or more years of progressive experience in HR operations, HR technology, HRIS, business analysis, process improvement, product delivery, or related work.
• Ability to frame ambiguous problems, challenge assumptions constructively, recommend sustainable options, and communicate technical concepts in business language.
• Ability to build trust, facilitate cross-functional decisions, manage competing priorities, and influence without direct authority.
• Commitment to delivered functionality, scalable design, clear ownership, strong documentation, disciplined governance, knowledge sharing, and continuous improvement.
• End-to-end HR process awareness and the ability to connect business strategy, operating processes, worker experience, data, controls, and technology impacts.

• Experience supporting discovery, process mapping, requirements, fit-gap analysis, impact assessment, acceptance criteria, and implementation readiness.
• Experience maintaining or reporting on a backlog, roadmap, project pipeline, or comparable body of work and coordinating deliverables across stakeholders.
• Strong analytical, facilitation, critical-listening, written, verbal, presentation, and relationship-management skills.
• Working knowledge of testing, change control, data, security, documentation, audit, and compliance expectations in a corporate environment.

Preferred Qualifications:

• Workday platform experience.
• Experience with work-tracking tools, reporting, Agile or structured demand management, change impact, or regulated environments.

Lead HRIS Business Process Specialist - Minimum Qualifications:

• Bachelor's degree in Human Resources, Business Administration, Information Systems, Organizational Development, Analytics, or a related field, or an equivalent combination of education and relevant experience.
• Typically five or more years of progressive experience in HR operations, HR technology, HRIS, process consulting, product ownership, portfolio management, or project delivery.
• Demonstrated experience leading complex discovery and enterprise analysis involving ambiguity, competing priorities, cross-functional impacts, and difficult tradeoffs.
• Experience leading prioritization, roadmap, portfolio governance, executive reporting, and cross-functional delivery across business, technical, vendor, and leadership stakeholders.
• Advanced facilitation, negotiation, executive communication, conflict navigation, coaching, and influence without direct authority.
• Strong working knowledge of governance, security, controls, release readiness, testing strategy, risk, vendor accountability, and regulatory expectations.

Preferred Qualifications:

• Broad Workday platform experience.
• Portfolio or product ownership, vendor governance, SOX or regulated-environment experience, and executive decision-material development.
• Relevant Workday, IIBA, PMI, Prosci, Agile, Lean, Six Sigma, SHRM, or HRCI credentials.
  

The physical demands as described are representative of those that must be met by the person in this position to successfully perform the essential functions of the job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Office Work:
  • Sit, Stand, Walk and Bend: This position regularly requires prolonged periods of sitting. Occasionally requires standing, walking, or bending for short periods of time.
  • Use of Hands/Fingers: To operate a computer, keyboard, mouse, and other office equipment.
  • Speech/Hearing: This position frequently communicates with others via phone and in-person.
  • Visual Acuity: For reviewing detailed operational reports.
• Lifting: Ability to lift and carry items weighing up to 15 pounds, as needed.
• Safety Sensitive: This position does not perform safety sensitive functions.
• Travel: Regular travel to operational sites, industry events, and stakeholder meetings.