HR Process, Technology & AI Transformation Business Analyst

Seagate Technology•Bloomington, MN

1d•Onsite

About The Position

We are seeking an HR Process, Technology & AI Transformation Business Analyst to redesign how HR programs operate in the age of AI — moving from digitized legacy processes to intelligent, AI-enabled workflows that simplify work, accelerate decisions, and elevate employee and manager experience. This role sits on the business side of HR, partnering with HR program owners, Digital Enablement, People Analytics, and IT to translate business intent into future-ready processes, AI-enabled workflows, and scalable solution designs grounded in SAP SuccessFactors and embedded AI capabilities including Joule. The ideal candidate brings strong HR program understanding, demonstrated experience shaping process and system requirements, and the technology fluency to engage IT as a collaborative design partner — driving "yes, if…" outcomes rather than accepting "no" as a default. This role does not configure systems. It shapes requirements, influences design and ensures business intent is actually delivered. This is not an IT, system administration, or analytics production role. The successful candidate will be accountable for business outcomes, process transformation, and AI enablement — ensuring that technology investments simplify work, improve decision quality, and create measurable value for Seagate employees, managers, and HR teams.

Requirements

Demonstrated experience as a Business Analyst, HR Program Analyst, or HR Transformation Analyst
Excellent understanding of HR programs and processes (Talent, Performance, Workforce Planning, EX)
Hands-on experience working with SAP SuccessFactors in a functional or business capacity
Demonstrated ability to translate complex business needs into clear process and system requirements
Partnering with IT, HRIS, and cross-functional stakeholders to deliver outcomes
Technology fluency sufficient to engage in solution design tradeoffs — understanding platform capabilities, data dependencies, and integration considerations without owning configuration
HR Technology & AI Fluency: Fluent in HR technology and AI concepts (e.g., SAP SuccessFactors and embedded AI), able to shape requirements and engage in solution design without owning configuration.
Handling Complexity & Ambiguity: Comfortable operating in complex, ambiguous environments with many moving parts; able to absorb large volumes of information and synthesize them into clear, actionable direction.
Analytical & Creative Problem Solving: Able to think both analytically and creatively—evaluating alternative approaches, trade‑offs, and “what could be” when designing future‑state solutions.
Cross‑Functional Collaboration: Effective collaborator across HR, Digital Enablement, People Analytics, and IT—translating business intent into practical process and system designs.
Process & AI Curiosity: Curious and proactive about rethinking HR processes, applying AI and technology thoughtfully to simplify work and improve employee and manager experience.
Self‑Starter & Ownership Mindset: Highly self‑directed and dependable; identifies what needs to be done, takes ownership, and moves work forward without needing constant direction.

Nice To Haves

Experience supporting HR or digital transformation initiatives, particularly with AI-enabled tools or workflows
Exposure to SAP Joule, Skills Intelligence Hub, or similar embedded AI capabilities
Familiarity with skills-based talent approaches and HR data governance
Strong facilitation, storytelling, and executive communication skills
Change management experience, particularly in technology-enabled HR transformation

Responsibilities

Partner with HR program owners across Talent, Performance, EX, and Workforce Planning to reimagine end-to-end processes — not digitize current ones
Design future-state HR processes that intentionally leverage AI, automation, and embedded intelligence within SAP SuccessFactors
Identify and eliminate manual steps, decision friction, and low-value workflow work — shifting HR capacity from transactional to strategic
Own the process design layer between business intent and system delivery, ensuring what gets built reflects how work should actually happen
Shape HR program requirements to support AI-enabled experiences — including embedded guidance (Joule, agents), skills-based and data-driven talent decisions, and proactive insights surfaced at the point of work
Translate business problems into clear AI and automation use cases, including success criteria, process impacts, and adoption requirements
Partner with Digital Enablement and IT to assess feasibility, sequencing, and readiness of AI-enabled capabilities — co-creating solutions rather than receiving them
Serve as the business lead for HR initiatives leveraging SAP SuccessFactors — including Employee Central, Talent modules, Reporting, and the Talent Intelligence Hub
Translate business requirements into structured functional requirements, user stories, and process documentation that IT and vendors can act on
Participate in solution design reviews, impact assessments, UAT, and business sign-off — representing the business, not configuring the system
Define business requirements that ensure HR data, skills structures, and job architecture are AI-ready, governed, and reusable across programs
Partner with People Analytics to align process designs with data standards, reporting needs, and workforce intelligence use cases
Support adoption of skills-based and data-driven decision frameworks across HR programs — ensuring the data layer can support the AI-enabled experiences being designed
Develop business-friendly documentation, process narratives, and decision materials that make change tangible for HR leaders and stakeholders
Partner on change impact assessments and adoption planning for new AI-enabled workflows
Help HR leaders understand what is changing, why it matters, and how work will feel different — translating transformation into experience