Talent Systems Analyst

The Talent Systems Analyst connects Talent Department business needs with the systems that support them — HRIS, ATS, LMS, BI, and workflow automation tools. This person gathers requirements from stakeholders across the Talent function and Talent leadership, translates them into system and reporting specifications, and owns configuration standards and data architecture across the Talent technology stack. This is an individual contributor position centered on business and systems analysis where straightforward configuration tasks are part of the regular workload and complex builds are scoped out to engineering or vendors.

Business & Systems Analysis

• Partner with non-technical stakeholders across the Talent function and Talent leadership to capture business needs and translate them into clear functional and technical requirements for Talent systems (HRIS, ATS, LMS), BI tools, Analytics Platforms, and automation platforms.

• Map current-state processes, identify gaps and inefficiencies, and produce requirement specs, workflow diagrams, and configuration specs that engineering, vendors, or the person themselves can implement.

• Own and prioritize the Talent Tech backlog — assess feasibility, effort, and business impact of incoming requests before they move to build.

Tech Stack & Data Architecture

• Define standards for core Talent Applications (business rules, workflows, permissions) and own People data architecture — field taxonomy, naming conventions, data ownership, and governance rules.

• Handle straightforward, well-defined configuration tasks directly; scope and hand off complex builds to engineering or vendors.

• Assess new tools and vendors against documented business requirements.

Automation & Integrations

• Identify where low-code/no-code automation (n8n, Make, Zapier) or API-based integrations can remove manual work across the employee lifecycle; write the requirements and oversee delivery.

• Maintain data consistency across the integrated Talent tech ecosystem.

AI Use Cases

• Run feasibility studies on HR processes, define AI use cases and success metrics, and validate outcomes after deployment.

Talent Analytics, BI & Analytics Platforms

• Translate business questions into BI requirements; define metric logic, data sources, and validation approach for dashboards in Tableau, Power BI, Looker Studio, or similar.

• Define what People data needs to flow into Analytics Platforms/data warehouses (e.g., BigQuery) and why — partnering with Data/BI teams on extraction, structure, and validation rather than building the pipelines directly.

• Use SQL to validate and sanity-check data underlying both BI dashboards and Analytics Platform outputs.

Project Delivery

• Lead technical execution of system rollouts and major updates: discovery, requirements, UAT, deployment.

• Design training, onboarding materials, and adoption plans so teams actually use what gets built.

Cross-Functional Partnership

• Partner with IT, Security, Finance, and Engineering on system access, integrations, and data flows that support Talent systems and reporting.

Working with Contractors & Vendors

• Direct the day-to-day work of contractors or vendors on specific projects or backlog items.

Must-have

• 5+ years in business/systems analysis for HR or Talent tech (HRIS/ATS/LMS) or similar enterprise systems — proven ability to translate ambiguous business asks into clear requirements and specs.

• Strong process mapping skills: workflow diagrams, current/future-state documentation, requirement specs.

• Configuration literacy: practical understanding of Talent system configuration concepts (business rules, workflows, permissions, data structure).

• BI & Analytics Platform literacy: familiarity with BI tools (Tableau, Power BI, Superset, or similar) and Analytics Platforms/data warehouses (e.g., BigQuery) — able to define reporting and data requirements and validate metric logic across both.

• Automation literacy: exposure to automation and integration concepts (APIs, low-code tools such as n8n, Make, Zapier).

• Basic SQL literacy for querying and validating data.

• Experience leading system rollouts or major updates end-to-end, from discovery through UAT to deployment.

• Comfortable owning and prioritizing a backlog independently.

• Proficiency in Ukrainian and/or Russian is required.

Nice-to-have

• Hands-on configuration experience.

• Hands-on automation build experience.

• HR domain knowledge: clear understanding of OKRs, goals, and KPIs, and how they differ from one another.

• Hands-on background in ERP configuration, or in building directly within an Analytics Platform (e.g., BigQuery, Snowflake).