Digital HR Analyst

• Appropriately solve HR problems with sustainable technical solutions in line with HR strategy, proactively managing impacts across systems, people and process.
• Configure and maintain HR systems according to requirements, updating settings, foundational data, workflows and security roles with precision.
• Serve as a key escalation point for complex system issues, partnering with IT and vendors to troubleshoot and resolve root causes.
• Own the full UAT lifecycle for their enhancements, including test script development, tester coordination, and validation that system updates support accurate and efficient business processes. Documents results, mitigates risks before deployment, identifies change impacts requiring communication or training, and surfaces process gaps to guide future enhancements.
• Identify opportunities for automation in HR processes and helps design and test workflow logic.
• Support system releases to ensure smooth deployment of mandatory and optional changes; identifying and mitigating impacts, sharing recommendations, and assisting with change management efforts,

• Configure role-based access structures approved via governance or partners with necessary resources to do so, defining permission logic in line with the role.
• Partner with IT to align HR systems with enterprise security standards.

• Keep clear and consistent technical documentation, job aids and user guides updated, ensuring relevance and health of HR technology content.
• Contributing content to, and answering questions from, Digital Training initiatives to support HR staff in interacting with our technology.

• Provide expert input on system capabilities, constraints, and configuration options related to prioritized strategic initiatives.
• Facilitate working sessions to gather requirements, validate designs, and resolve issues where required.
• Represent HR in digital or process improvement initiatives as a subject matter contributor.

• 3-5 years of hands-on HR Technology or business analyst experience.
• Certification in one or more of our key HR platforms (Time and attendance platform (UKG Workforce Pro is Preferred) and ServiceNow, Phenom, SuccessFactors).
• Strong understanding of HR processes (employee lifecycle, onboarding, timekeeping, talent management, performance, etc.)
• Proven ability to identify and manage change impacts of technology redesign.
• Strong ability to analyze issues, conduct root cause analysis and provide technically sound and sustainable solutions to problems, proactively mitigating impacts.
• Strong communication skills and ability to work with cross functional teams.
• Analytical mindset with attention to detail.
• Enhancement coordination from facilitating requirement building for large process areas, design blueprinting, configuration, unit testing, user acceptance testing, change, deployment, operationalization.

• Experience working in an agile manner, i.e. sprint-based execution.
• Experience using Agile tools to track work.

• System changes deployed smoothly with fewer defects and minimal post-release issues because validation is thorough and aligned with business processes.
• Recurring issues trend downward because root causes are being addressed.
• UAT cycles run efficiently, with clear scripts, coordinated testers, and well documented results. Defects are caught early, reducing rework and preventing production disruptions.
• Adoption improves because systems are configured to meet broad business problems, have sustainable solutions the support HR processes, there are fewer process breakdowns and increased user experience.
• SOPs, test scripts and configuration notes are current, reducing knowledge gaps, streamlining project discovery and operations are more predictable/scalable.
• You are recognized as a trusted problem solver and reliable partner who understands both HR processes and technology.

McCain Foods