HR Business Analyst

As an HR Business Analyst, you ensure that HR applications and master data remain in line with changing needs. You realize better than anyone that flawless data quality is the foundation for our processes.

As an HR Business Analyst, your main responsibilities will be:

• You coordinate the changes to HR apps: you analyse the needs, you draw up solutions that make the processes lighter, you handover the assignments to IT, carry out tests, communicate to the stakeholders and organise the go live. This concerns applications such as the digital leave request, the performance management cycle in SAP, the data model in SAP HR, etc.

• You maintain and expand the HR master data (organizational structure, job catalog, etc.).

• You monitor the quality of the operational HR data and you set out actions to improve that data quality (guidelines, system adjustments, etc.).

• You will evolve into the expert for HR apps and data.

You will work in the HR Program Office. The team consists of about 10 colleagues and has its headquarters in Brussels, close to Brussels-Midi station.

PROFIL

• You has acted as Business Analyst and Lead Consultant in several implementations, including SuccessFactors EC & Time with integrations to peripheral systems.

• You have proven experience with the implementation for one or more SuccessFactors module (Onboarding, Performance & Goal Management, Learning Management or Succession Management).

• You have proven experience as lead consultant for UAT in a SuccessFactors Employee Central implementation project (defining end-to-end test scenarios, coordinating execution, and validating final solutions).

• You have proven experience as an HR Business Analyst (cfr this job description) in the Belgian public sector (read HR management for a mixed population of statutory and contractual workers).

• You have at least 3 years years of hands-on experience in end-to-end HR process digitalization across multiple organizations.

• You can express yourself fluently in Dutch or French (minimum C2 for one, B1 for the other) and English (minimum C1).

• For this assignment, the contractor must agree to be present at the office up to five days per week for the execution of the assignment. The required on-site presence may vary and will be communicated to the contractor during the course of the assignment.

SKILLS

The extent to which the proposal demonstrates the required competencies and complies with the stated requirements will be taken into account during the evaluation. Proposals that demonstrate these competencies and requirements more clearly, comprehensively, and convincingly will receive a higher score. Where specific experience is requested, a greater amount of demonstrable relevant experience will result in a higher evaluation score.

• Knowledge of HR processes and data structures: know and understand the main HR processes (L3 level) and the data structures behind these processes.

• Skills & Competences

  • Functional analysis: the ability to translate business needs into functional requirements and use cases.

  • Analytical thinking: the ability to break down a high-level problem statement or business requirement into details.

  • Problem Solving: the ability to identify, analyse and refine complex problem statements and generate and design possible solutions using different problem-solving techniques.

  • Application testing: the ability to validate test scenarios based on functional requirements, execute user acceptance testing and log the results in a structured manner.

• Functional knowledge of SuccessFactors Employee Central & Talent Modules (Learning, Goals & Performance, Recruitment & Onboarding): know and understand the data model and the functional possibilities and limitations of these systems.