Senior HR Technology Analyst, Lifecycle Processes

The COE owns the policy — what the rule is. This role owns the process design layer — how that policy becomes a workflow in Oracle HCM. The Senior HR Technology Analyst is driving change; they are a process design expert who translates policy intent into a technically sound, compliant, and documented system workflow - not just taking requirements and configuring.

This role is critical for the HR Technology application stack. The Oracle HCM Core configuration underpins every other system, AI, and analytics capability — this role keeps that foundation solid.

• COE-owned policies need a process design owner — the Total Rewards COE owns the LOA policy, the TA COE owns onboarding policy, but none of them own how that policy becomes a configured workflow in Oracle HCM.
• Need alignment and ownership over Core workforce processes — probation, LOA, terminations, transfers, Documents of Record, Probation, Visa/Right to work, as examples.
• Cross-domain lifecycle processes fall into gaps between HR domains when there is no dedicated owner — this role provides single accountability from process design through to UAT sign-off, communications and go-live.
• Oracle HCM Core configuration underpins every downstream system, integration, and analytics output — it needs a dedicated expert who owns changes, governs integrity, and change management.

Core HCM Configuration & Governance

• Own Oracle HCM Core HR workforce configuration — organization structures, and worker data governance across all 10 OpCos
• Gather requirements, design and partner with HR Technical development team for complex configuration and code changes – including core field maintenance, internal integrations
• Maintain HCM data integrity standards — ensure consistent use of core data elements (job, position, grade, org unit) across operating companies, working with HR Ops to flag and resolve inconsistencies
• Analyze Oracle HCM quarterly release cycles — assess impact on Core HR configuration, make recommendation on new feature roadmap, coordinate testing with stakeholders, and ensure updates do not break existing processes or integrations
• Stays informed on latest product releases including AI and makes recommendations on how to test and implement.

Workforce Process Design, Configuration & Testing

• Maintain a living process design library — every workforce process documented, versioned, and current as policies change. This is a persistent operational responsibility: when the Total Rewards COE updates the LOA policy, this role updates the process design and the HCM configuration that reflects it.
• Plan and own UAT, including writing UAT test scripts and user stories from the approved process design and executing UAT.
• Responsible for coordinating HCM set up and employee data for Mergers and Acquisitions and supports organizational restructuring in HCM including mass position updates, reporting line changes, and downstream impacts on compensation, reporting, and integrations

Required

• 5+ years of Oracle HCM Fusion configuration experience with deep Core HR module expertise — position management, org structure, worker data, and global HR configuration
• Demonstrated process design capability — able to take a COE policy statement and translate it into a fully designed HCM workflow with triggers, decision points, data requirements, and OpCo variations documented before configuration begins
• Demonstrated experience configuring compliance-sensitive workforce processes (LOA, terminations, transfers) in a multi-state, multi-entity Oracle HCM environment — and understanding when a configuration decision requires Legal or Compliance input
• UAT ownership experience — has written test scripts from requirements, executed UAT independently, and signed off configuration as technically correct before business validation
• Strong understanding of how Core HCM configuration impacts downstream systems — payroll integration to ADP, integration flows, reporting, and analytics outputs
• Experience working across multiple operating companies or business units with varying HR policies — configuring consistency while accommodating legitimate variation
• Excellent analytical and problem-solving skills — when a process breaks or data is wrong, you trace it to root cause in configuration, not just escalate

Preferred

• Oracle HCM certification or equivalent demonstrated proficiency across Core HR and related modules
• Familiarity with ADP managed services and how HCM Core configuration affects downstream payroll processing — earnings codes, pay group assignments, benefit deduction triggers, and final pay calculations
• Experience in a decentralized, multi-Operating Company organization where policy variation across business units is the norm, not the exception
• Exposure to Boomi or similar integration middleware — understanding how Core HCM data structures drive integration flows to downstream systems