Senior Business Systems Analyst – HR Systems

Primary Function of Position: The Senior Business Systems Analyst (BSA) serves as the technical functional lead for the HR systems portfolio, partnering with HR and IT to design, implement, and optimize enterprise HR technology solutions. This role bridges deep HR process knowledge with strong systems analysis capabilities, ensuring scalable, secure, and well-integrated solutions across the HR ecosystem. The Senior BSA is responsible for requirements gathering, functional architecture design, configuration oversight, integration alignment, data governance, and production support across HR platforms. This role acts as a systems solution expert, translating business needs into detailed functional and technical specifications while ensuring alignment with enterprise architecture standards. Roles and Responsibilities: Business Systems Analysis & Solution Design Lead end-to-end requirements gathering, including workshops, stakeholder interviews, and process decomposition. Produce detailed functional specifications, user stories, system design documents, data flow diagrams, and integration mappings. Conduct current-state vs. future-state architecture analysis and fit-gap assessments across HR systems. Define scalable system design solutions aligned with enterprise architecture, security, and compliance standards. Serve as the primary liaison between HR stakeholders, IT development teams, integration teams, and external vendors. HR Systems Configuration & Optimization Lead configuration and enhancement efforts across core HR platforms (HCM, case management, workflow automation, security, and reporting). Partner with technical teams on system integrations (APIs, middleware, file-based integrations). Support system releases, upgrades, and regression validation. Perform root cause analysis for production issues and drive sustainable resolution. Ensure configuration and design decisions support maintainability and scalability. Data, Integrations & Governance Define and document data models, integration requirements, and transformation logic across HR systems and adjacent enterprise platforms (Payroll, Finance, Identity Management, Benefits vendors, etc.). Partner with integration architects to design inbound/outbound interfaces. Ensure data integrity, auditability, and compliance with data privacy regulations. Support reporting architecture, security role design, and access controls. Drive improvements in data quality, system controls, and governance frameworks. Testing, Change Management & Support Develop and execute unit, system integration, and User Acceptance Testing (UAT) strategies. Author test scripts and validation documentation. Assess downstream impacts of system changes across integrated platforms. Support release management processes, change controls, and deployment governance. Contribute to knowledge management and documentation standards. Skill/Job Requirements Bachelor’s degree in Business, Information Systems, Computer Science, HR, or related field. 6+ years of experience as a Business Systems Analyst or HRIS Analyst supporting enterprise HR applications. Strong knowledge of end-to-end HR processes, including: Hire-to-Retire lifecycle Organizational management Employee data management Case management and workflow automation Benefits and compensation administration Demonstrated experience with: Requirements elicitation and functional design documentation System configuration and enhancement cycles HR system integrations (APIs, middleware, file-based feeds) Data governance and security models Experience working within structured SDLC or Agile frameworks. Strong analytical skills with ability to interpret system logs, integration errors, and data discrepancies. Strong reporting and analytics mindset. Excellent written and verbal communication skills, with ability to translate between business and technical audiences. Preferred Qualifications Hands-on experience with Workday HCM. Experience with ServiceNow HR Service Delivery (HRSD) or similar HR case management platforms. Experience supporting global HR systems across multiple countries. Experience with middleware platforms (e.g., Boomi, MuleSoft) or enterprise integration patterns. Familiarity with SOX controls, audit requirements, and HR data privacy regulations. Business Analysis or platform-specific certifications. Key Competencies Strong systems-thinking mindset Ability to translate complex technical concepts into business language Detail-oriented with strong documentation discipline Proactive problem solver with high ownership Strong cross-functional collaboration skills Due to the nature of our business and the role, please note that Intuitive and/or your customer(s) may require that you show current proof of vaccination against certain diseases including COVID-19. Details can vary by role. Intuitive is an Equal Opportunity Employer. We provide equal employment opportunities to all qualified applicants and employees, and prohibit discrimination and harassment of any type, without regard to race, sex, pregnancy, sexual orientation, gender identity, national origin, color, age, religion, protected veteran or disability status, genetic information or any other status protected under federal, state, or local applicable laws. Mandatory Notices U.S. Export Controls Disclaimer: In accordance with the U.S. Export Administration Regulations (15 CFR §743.13(b)), some roles at Intuitive Surgical may be subject to U.S. export controls for prospective employees who are nationals from countries currently on embargo or sanctions status. Certain information you provide as part of the application will be used for purposes of determining whether Intuitive Surgical will need to (i) obtain an export license from the U.S. Government on your behalf (note: the government’s licensing process can take 3 to 6+ months) or (ii) implement a Technology Control Plan (“TCP”) (note: typically adds 2 weeks to the hiring process). For any Intuitive role subject to export controls, final offers are contingent upon obtaining an approved export license and/or an executed TCP prior to the prospective employee’s start date, which may or may not be flexible, and within a timeframe that does not unreasonably impede the hiring need. If applicable, candidates will be notified and instructed on any requirements for these purposes. We will consider for employment qualified applicants with arrest and conviction records in accordance with fair chance laws. Preference will be given to qualified candidates who do not reside, or plan to reside, in Alabama, Arkansas, Delaware, Florida, Indiana, Iowa, Louisiana, Maryland, Mississippi, Missouri, Oklahoma, Pennsylvania, South Carolina, or Tennessee. This position may be filled at a different job level than listed here depending on business need and/or on the selected candidate’s experience, knowledge and skills. Compensation will be based primarily on the job level at which the role is filled and the candidate’s qualifications, consistent with applicable law. We provide market-competitive compensation packages, inclusive of base pay, incentives, benefits, and equity. It would not be typical for someone to be hired at the top end of range for the role, as actual pay will be determined based on several factors, including experience, skills, and qualifications. The target compensation ranges are listed.