Senior Technical Business Analyst

About Lumen

Lumen connects the world. We are igniting business growth by connecting people, data and applications – quickly, securely, and effortlessly. Together, we are building a culture and company from the people up – committed to teamwork, trust and transparency. People power progress.

 

We’re looking for top-tier talent and offer the flexibility you need to thrive and deliver lasting impact. Join us as we digitally connect the world and shape the future.

The Role

The Technical Business Analyst (HR Technology, Analytics & Automation) plays a pivotal role in bridging Human Resources needs with technological solutions in the HR Technology, Analytics, and Automation team. This role acts as one of the HR function’s business technology leads, helping to govern the HR technology ecosystem and deliver on strategic HR priorities through roadmap planning and maximizing system capabilities
The analyst will work closely with HR team members and leadership to understand HR processes and problems, then collaborate with technical teams (developers for Power Automate workflows, RPA bots, AI solutions, reporting, HRIS, and ServiceNow) to design appropriate solutions. While not directly developing software, the Technical BA must possess sufficient technical acumen to speak to a variety of modern HR solutions and ensure they are implemented in a way that addresses business requirements. The ultimate objective is to improve HR process efficiency, data utilization, and employee experience by leveraging technology, without losing sight of business goals and impacts on the organization.

Work Location

Fully remote position open to candidates based anywhere in the U.S.

The Main Responsibilities

• Requirements Gathering & Analysis: Leading the process of business requirements gathering – i.e. identifying, collecting, and documenting the needs of HR stakeholders for process improvements or new system capabilities. This involves engaging HR leaders and team members to elicit clear requirements and pain points in current processes. The BA ensures that the gathered requirements align with business objectives and are comprehensive and unambiguous.
• Business Process Review & Problem Identification: Analyzing current HR processes and workflows to spot inefficiencies, gaps, or problems. The BA will identify opportunities where changes or automation can improve operations, and then clearly articulate these business challenges or opportunities for improvement. 
• Liaison Between HR and Technical Teams: Serving as a critical bridge between non-technical HR stakeholders and the technical implementation teams. The analyst will translate HR needs into technical requirements that developers and system engineers can understand. Conversely, they will explain technical possibilities and constraints in plain language to HR leadership.
• Solution Design and Evaluation: Working closely with solution architects and developers to design viable approaches. The BA contributes to defining how a given problem will be solved – for instance, determining whether a process gap is best addressed by a Power Automate workflow, an RPA bot, a new feature in the HRIS, or perhaps an AI-driven tool – and ensuring the solution design fits the business context. 
• Project Coordination & Implementation Support: Once a solution is approved, the BA remains heavily involved through implementation. They partner with development teams to execute system changes and implementations, ensuring the delivered solution meets the requirements and works for HR users. They will often coordinate user acceptance testing with HR staff – developing test cases based on the requirements, guiding HR through testing, and confirming that any issues are resolved. 
   

What We Look For in a Candidate

• Bachelor’s degree in Business Administration, Information Systems, Human Resources, Computer Science, or a related field. An MBA or Master’s in a relevant discipline is a plus.
• Proven experience as a Business Analyst, preferably 3+ years, with significant exposure to HR processes or HR technology projects. Experience working on HR system implementations or process automation initiatives is highly desirable. 
• Domain knowledge of HR processes across areas like recruitment, onboarding, performance management, payroll, benefits, etc., is important. The candidate should have a strong understanding of HR workflows and policies to effectively align technology solutions with HR needs.

 

Technical Skills and Knowledge:

• Knowledge of HR Technology Systems: Familiarity with SAP Success Factors, Microsoft Power Platform (Microsoft CoPilot (CoPilot Studio), Power Apps, Power Automate, Power BI), Service Now.

Compensation

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