Senior Business Analyst – Compensation and Benefits
Company:
The Boeing Company
The Boeing Company is looking for a Senior Business Analyst – Compensation and Benefits to join our team in Chicago, IL; Everett, WA; Mesa, AZ; Renton, WA; El Segundo, CA; Plano, TX; Huntsville, AL; Titusville, FL; Miami, FL; North Charleston, SC; Arlington, VA; Ridley Park, PA or Berkeley, MO.
As a Business Analyst you will be responsible for assessing, designing, and optimizing Human Resources (HR) processes and technology solutions. You will work closely with HR professionals, technical and application specialists, and stakeholders across the company, to gather and document requirements, identify technology solutions, and enhance the overall HR experience.
The ideal candidate will have the ability to define complex requirements, partner to develop creative solutions, and provide compelling rationale for arguments. They will also have strong analytical skills and attention to detail; be comfortable with ambiguity; and be able to facilitate to a resolution while promoting ideas with enthusiasm, conviction, and assertiveness.
Position Responsibilities:
Collaborate with HR and business stakeholders to deeply understand their needs and document comprehensive business and system-level requirements
Collaborate with technical and application specialists and HR stakeholders to design innovative solutions that integrate technology and optimized processes, ensuring seamless implementation
Utilize business expertise and technical proficiency to gather, analyze, and document functional requirements that align with business needs and industry standards
Lead cross-functional teams through discovery and delivery of a product that creates value for the company and its users
Facilitate decision-making, ensuring alignment between business goals, user needs and technical feasibility
Perform system functionality testing in support of integrations and implementations, ensuring HR systems and processes meet quality standards
Ensure HR processes comply with relevant laws, regulations, and company policies, making necessary adjustments as needed
Define and establish key performance indicators (KPIs) to measure the success of HR process improvements and monitor ongoing performance
Identify opportunities for enhancement in HR technology and processes, providing actionable recommendations for continuous improvement
Monitor the project backlog and recommend adjustments based on HR priorities and strategies
Gather and analyze quantitative and qualitative data to inform product decisions and assess new Workday f