Posting Title: HR Business Analyst
Reports To: Senior Director, Business Process
Location: San Jose, California
Salary Range: $114,000 to $170,000
Final determination of a successful candidate's starting pay will vary based on a number of factors, including market location and may vary depending on job-related knowledge, skills, education and experience. The pay scale listed for this position is generally for candidates that meet the specified qualifications and requirements listed on this specific job description. We provide a competitive compensation package that recognizes your experience, credentials, and education alongside a robust benefits program to meet your needs. Our compensation reflects the cost of labor across several US geographic markets.
WHO WE ARE
For more than 70 years, Cupertino Electric, Inc. (CEI) has been powered by people who've built a reputation for delivering high-profile, complex projects. Real, tangible things that alter the landscape and improve lives. But even more than that, we've built a reputation for integrity. We're problem solvers and innovation seekers. We're team players and safety fanatics. And we always-always-do the right thing. Even when no one is looking. Because what we do here is important, but how we do it is everything.
THE IT TEAM
Our projects may be complex, but our approach is simple: We build great things and we do it with great people. Using well-designed processes and controls, integrating smart and reliable solutions, and providing access to the information needed, our IT Team comprised of seasoned and experienced professionals, enable the success of the organization. We do this while minimizing operational and financial impact.
ABOUT THE ROLE
The HR Business Analyst is a member of the CEI Technology Team and supports the Human Resources function by providing analysis, design, and implementation of business solutions to enhance organizational efficiency and effectiveness. This role combines consulting, strategic thinking, data analysis and project management, to optimize business processes, improve decision making, and drive continuous improvement. The Business Analyst acts as a key advisor and consultant to business leaders, leveraging data-driven insights and technology to align solution with organizational objectives and needs.
HRIS and HCM Management and Optimization:
Act as a subject matter expert to provide planning and support for HRIS (e.g., Workday, ADP Workforce Now, SAP SuccessFactors) and HCM platforms (e.g., Oracle HCM, Ceridian Dayforce, UKG Pro), ensuring they are optimized to meet business needs.
Help to design and implement the processes to ensure accurate management and maintenance of employee data within HR systems, ensuring data integrity and compliance with company policies.
HR System Integration:
Work with HR, IT, and external vendors to document and map business processes, ensuring seamless integration of HRIS and HCM platforms with other systems.
Support the integration of HR systems with external systems (ERP systems like SAP or Oracle, payroll systems such as Paychex or ADP, and construction management systems like Procore and Autodesk).
System Testing & Troubleshooting: Perform system testing, troubleshoot issues during integration phases, and work with stakeholders to resolve technical problems.
Business Understanding & Data-Driven Frameworks:
Develop structured frameworks to evaluate business needs and identify opportunities for process or technology improvements in HR.
Analyze business challenges and recommend the appropriate technology solutions, leveraging data to drive informed decisions.
Utilize data to understand critical business questions, identify issues, and escalate concerns while maintaining alignment with organizational objectives.
Data Analysis & Actionable Insights:
Conduct and interpret complex data analyses to evaluate assumptions and drive business decisions while identifying gaps and opportunities for additional data collection, ensuring thorough and accurate analysis.
Ensure compliance with internal policies, procedures, and standards through auditing and validation of data processes.
Design and develop business cases, business models, and reporting structures that drive business performance, to support the HR organization in informed decision.
Perform cost-benefit analyses and ROI assessments to evaluate proposed business solutions.
Present findings and recommendations to business leaders in an easily digestible format, ensuring alignment with strategic priorities.
Review and evaluate new technologies to assess compatibility with existing systems, creating data flow diagrams and process flows to ensure optimal system utilization.
Cross-Functional Collaboration & Process Improvement:
Foster cross-team relationships to drive improvements in data methodologies and identify opportunities for automation and process optimization.
Lead discovery sessions with key stakeholders to understand pain points and opportunities for process improvements.
Drive end-to-end process improvements, ensuring stakeholder buy-in and alignment across all levels of the organization.
Engage with Change Management teams to ensure effective communication and smooth adoption of new technologies and processes across the organization.
Strategic Impact & Continuous Improvement:
Lead efforts to integrate new technologies and methodologies into existing systems, continuously improving organizational efficiency.
Identify areas for process improvement and collaborate with stakeholders to implement solutions.
Proactively analyze and anticipate business needs, aligning data requirements to support decision-making processes.
Lead initiatives to enhance system functionality, improving operational efficiency and user satisfaction.
Consultation & Stakeholder Management:
Collaborate with HR business leaders to identify critical business needs and translate them into actionable system and process improvements.
Serve as a key advisor to leadership, providing data-driven insights that inform business strategies and decision-making.
Portfolio & Project Management:
Prioritize projects based on business value, ensuring that initiatives are aligned with strategic goals and deliver maximum impact.
Monitor project performance and adjust as necessary to ensure successful outcomes.
Knowledge: Having wide-ranging experience, uses professional concepts and company objectives to resolve complex issues in creative and effective ways. Some barriers to entry exist at this level (e.g., dept/peer review).
Job Complexity: Works on complex issues where analysis of situations or data requires an in-depth evaluation of variable factors. Exercises judgment in selecting methods, techniques and evaluation criteria for obtaining results. Networks with key contacts outside own area of expertise.
Supervision: Determines methods and procedures on new assignments and may coordinate activities of other personnel (Team Lead).
ABOUT YOU
Experience with HRIS and HCM platforms, such as:
HRIS platforms: Workday, ADP Workforce Now, SAP SuccessFactors, BambooHR
HCM platforms: Oracle HCM, Ceridian Dayforce, UKG Pro
Experience with HR system integrations with ERP systems (e.g., SAP, Oracle), payroll systems (e.g., Paychex, ADP), and project management tools (e.g., Procore).
Proficiency in analyzing structured and unstructured data and building dashboards.
Strong communication skills with the ability to translate complex concepts to non-technical stakeholders.
Proven experience managing projects with multiple stakeholders and competing priorities.
Technical Skills:
Extensive knowledge of HRIS and HCM platforms, including user access management, system configuration, and reporting functionalities.
Proven experience in integrating HR systems with other enterprise systems (ERP, payroll, and project management systems).
Proficiency in tools such as Microsoft Excel (advanced), Power BI, Tableau, or similar for data analysis and report generation.
Personal Attributes:
Proactive, with a solutions-oriented mindset and the ability to drive change.
Ability to manage complex, cross-functional projects, balancing conflicting priorities.
Exceptional organizational skills with strong attention to detail.
Collaborative team player who can work across departments to achieve business objectives.
MINIMUM QUALIFICATIONS
Any combination of education and experience that would likely provide the required knowledge, skills and abilities as well as possession of any required licenses or certifications is qualifying.
Education: Bachelor's degree in business, analytics, engineering, computer science, economics, or related field.
Licensure/Certifications: n/a
Experience: 3-5 years of experience in HR Business Analysis, HRIS management, or a similar role within a corporate or enterprise environment. 4+ years of experience in business analysis, data reporting, or business intelligence. 4+ years of business strategy experience working with HR. 2+ years of experience presenting to and communicating with Senior Leadership.
PREFERRED QUALIFICATIONS
Hands-on experience with data migration, integrations, and platform enhancements.
HRIS certifications, such as Workday HCM Certification or SAP SuccessFactors Certification
Project Management Certifications, such as PMP (Project Management Professional)
SHRM-CP or PHR certification
LI-SA1
PLEASE NOTE: CEI will never ask for any money or financial information from applicants during the hiring process. To learn more about "job scams" how to avoid them, click here. (https://consumer.ftc.gov/articles/job-scams)
CEI is a place where every single person can-and does-have an impact on the work we do and the communities we serve. Here, you can build your own story and grow to your full potential. You can collaborate and celebrate with amazing people. And you'll go home every day knowing you helped contribute to important work that shapes people's lives. Our commercial, data center and energy projects may be complex, but our approach is simple. We build great things and we do it with great people.
The job duties listed are typical examples of work performed by positions in this job classification and are not designed to contain or be interpreted as a comprehensive inventory of all duties, tasks, and responsibilities. Specific duties and responsibilities may vary depending on department, program or project needs without changing the general nature and scope of the job or level of responsibility. Employees may also perform other duties as assigned.
Cupertino Electric, Inc. (CEI) is proud to be an Equal Employment Opportunity and affirmative action employer. We celebrate diversity and do not discriminate based on race, religion, color, national origin, sex, sexual orientation, age, veteran status, disability status, or any other applicable characteristics protected by law.
Cupertino Electric Inc. aims to make cei.com accessible to any and all users. If you have a disability or special need that requires accommodation to navigate our website or complete the application process, please contact us at ceijobs@cei.com or 1-(877)-747-4CEI.
Cupertino Electric, Inc. (CEI) is proud to be an Equal Employment Opportunity and affirmative action employer. We celebrate diversity and do not discriminate based on race, religion, color, national origin, sex, sexual orientation, age, veteran status, disability status, or any other applicable characteristics protected by law.
