Senior ERP (HR) Business Process Analyst

Overview

Princeton will begin the journey to implement a new cloud ERP, beginning with Human Capital Management processes. Transforming and streamlining key business processes and systems are high priorities as we seek to deliver essential services to a growing number of staff in the most effective and efficient manner. As we enter the readiness phase in preparation for the ERP system implementations, which will begin sometime after 2026, HR is seeking an experienced business process analyst to lead the in-depth assessment of operational and administrative processes and data flows for talent acquisition / requisition and other HR functional area processes.

 

The Senior Business Process Analyst works within the Office of Human Resources, reporting into the HR Information Systems organization (with a dotted line to the Talent Acquisition organization), and will play a critical role in the understanding of current business processes, and the development and implementation of optimized processes for talent acquisition. This will include documentation and process flows, business process analysis, requirements gathering, and leading change management to support process improvement. The Senior ERP Business Process Analyst will liaise with the HR functional teams, HRIS team, IT organization, consulting vendor, and campus partners to identify, prioritize, and prepare the organization for the cloud ERP implementation. This role requires strong communication, analysis, and organization skills, as well as the ability to bridge business processes with systems capabilities.

 

The successful candidate should have experience leading and supporting HCM business processes in cloud ERP systems (e.g. Workday, Oracle cloud).

 

This opportunity is a 2 year, benefits-eligible, term appointment that could have the potential to transition to an ongoing position dependent upon funding approval.

Responsibilities

 

Leadership and Business Process Analysis 

• Provide integration leadership, change management, identifying inter-relationships and dependencies for talent acquisition processes within and across HR and campus processes and data assets
• With a thorough familiarity with Princeton’s organizational structure, culture, and operations, lead cross-functional stakeholders through collaborative decision-making processes
• Partner closely with the Talent Acquisition organization and participate in key team meetings within and outside of Talent Acquisition to serve as a representative on business process initiatives
• Serve as a subject matter expert in the development and continuous improvement of talent acquisition and requisition processes
• Serve as an HR representative on ERP and HR specific related committees
• Partner with key stakeholders to elicit information regarding business goals and scope of assigned projects
• Lead workshops with key stakeholders to define current processes, identify operational pain points, and potential process improvement opportunities
• Define and build appropriate use cases, models and prototypes of alternative future-state processes and data flows
• Develop business analysis plans and schedules and partner with project managers to ensure business analysis activities are planned and tracked
• Document business needs, data flows, reporting requirements, and relevant technology ecosystems
• Employ analysis techniques to identify, validate, and prioritize functional requirements and user acceptance criteria with stakeholders
• Process complex concepts and document them in coherent and simple terms
• Analyzes current business processes and data across the employee lifecycle; and makes recommendations for enhanced efficiency, productivity and user experience.
• Explain technology functionality and limitations to a wide range of audiences
• Conduct benchmark research with other campus departments or peer institutions to identify relevant best practices and technology solutions
• Serve as a trusted consultant, proposing action plans and roadmaps, and represent the best interests of HR and Princeton University
• Liaise between technology and functional groups / subject matter experts as part of the ERP readiness project
• Manages project and resources in accordance with project schedule
• Communicates process and systems changes to other areas within HR
• Develops and maintains user procedures, guidelines and documentation
• Recommends process/customer service improvements, innovative solutions, policy changes and/or major variations from established policy
• Identify ways to increase adoption and customer satisfaction
• Develop appropriate success criteria and metrics for each process improvement initiative

Training and document