Principal Business Process Analyst

TriNet•Atlanta, GA

14h•$108,700 - $217,375•Onsite

About The Position

TriNet is a leading provider of comprehensive human resources solutions for small to midsize businesses (SMBs). We enhance business productivity by enabling our clients to outsource their HR function to one strategic partner and allowing them to focus on operating and growing their core businesses. Our full-service HR solutions include features such as payroll processing, human capital consulting, employment law compliance and employee benefits, including health insurance, retirement plans and workers’ compensation insurance. TriNet has a nationwide presence and an experienced executive team. Our stock is publicly traded on the NYSE under the ticker symbol TNET. If you’re passionate about innovation and making an impact on the large SMB market, come join us as we power our clients’ business success with extraordinary HR. Don't meet every single requirement? Studies have shown that many potential applicants discourage themselves from applying to jobs unless they meet every single requirement. TriNet always strives to hire the most qualified candidate for a particular role, ensuring we deliver outstanding results for our small and medium-size customers. So if you're excited about this role but your past experience doesn't align perfectly with every single qualification in the job description, nobody’s perfect – and we encourage you to apply. You may just be the right candidate for this or other roles. Position Summary The Principal Business Process Analyst owns the method and execution of workflow redesign across Talent & Workforce Transformation's work — the foundational discipline that determines whether AI and technology investments actually change how work gets done, or simply automate the old way of working. The Principal Business Process Analyst takes an end-to-end process apart, identifying exactly where human judgment is essential and where work can be redesigned, streamlined, or automated. The output is a clear, actionable workflow blueprint that becomes the foundation for every technology and role decision that follows. This role is part of the shared design team and moves across priority initiatives as programs are launched and sequenced.

Requirements

Bachelor's degree required; advanced degree in Organizational Design, Industrial Engineering, Business Design, or a related field preferred.
7 or more years of progressive experience in process design, workflow redesign, management consulting, or a closely related discipline — with direct experience redesigning complex, multi-stakeholder business processes.
Demonstrated ability to facilitate structured working sessions with senior business leaders and translate qualitative input into clear, documented process designs.
Experience working at the intersection of process design and technology — specifying how redesigned workflows will be configured in or supported by enterprise systems.
Direct experience redesigning HR or talent processes — Talent Acquisition, Learning & Development, Performance, or Organizational Design — at a strategic and operational level.
Familiarity with AI-enabled workflow design — understanding how automation, AI agents, and human judgment interact in complex business processes; experience writing agent use cases or requirements, even without being the technical builder.
Experience with human-centered design, service design, journey mapping, or agile product delivery methods as applied to business process and employee experience work.
Experience redesigning workflows within Oracle HCM or a comparable enterprise HR platform — understanding how platform capabilities shape and constrain process design options.
Process Thinking: Exceptional ability to decompose complex, multi-stakeholder processes into their component steps; sees both the end-to-end flow and the individual decision points that determine quality and speed.
Judgment on Automation: Understands where human judgment creates value and where it adds friction; draws the automation boundary accurately and defensibly, not by instinct.
Facilitation: Skilled at leading working sessions with senior, opinionated stakeholders from diverse functions; builds alignment through structured inquiry rather than advocacy.
Design Communication: Produces workflow documentation that is clear, precise, and immediately actionable — for business leaders, technology teams, and change practitioners alike.
Business Orientation: Connects every workflow redesign decision to the business outcome it is meant to produce; measures success by impact, not by completion of the design artifact.
Resilience & Influence: Comfortable holding the line on design integrity when stakeholders push for shortcuts; builds credibility through clarity and evidence rather than hierarchy.
Strong analytical and visual communication skills: ability to document complex workflows in ways that are immediately clear to both business and technical audiences.

Nice To Haves

Professional certification in process improvement, design thinking, Lean Six Sigma, or change management preferred but not required.

Responsibilities

Lead end-to-end workflow analysis for each initiative — decomposing existing talent processes step by step to identify what requires human judgment, what is administrative or redundant, and what can be redesigned or automated.
Facilitate working sessions with business leaders, hiring managers, recruiters, HR partners, and subject matter experts to map current-state workflows and design future-state alternatives.
Produce clear, actionable workflow blueprints — specifying the new sequence of work, decision rights, automation touchpoints, and the human moments that remain — that serve as the foundation for technology configuration and role redesign.
Ensure workflow redesign precedes all technology decisions; challenge the team and stakeholders when process automation is proposed before the underlying work has been redesigned.
Translate workflow blueprints into clear specifications for the Platform & Product Lead, the IT team, and vendor partners — bridging the gap between business process intent and technical configuration.
Build and refine the workflow redesign methodology so it can be replicated consistently across subsequent programs.
Within each redesigned workflow, identify where AI agents or automation can replace, accelerate, or improve discrete steps — defining what each agent should do, what decisions it should support, what data it needs, and where humans must remain in the loop.
Provide actionable briefs for the Insights & AI Automation Lead, who is responsible for building and deploying the tools.
Partner with the Insights & AI Automation Lead throughout build and testing to ensure the deployed tool reflects the original design intent — flagging deviations and resolving them before they reach end users.
Design explicitly for the full system — specifying how agent outputs connect to adjacent steps, what triggers escalation, and how the redesigned workflow behaves when automation fails or produces an unexpected result.
Partner with the Platform & Product Lead and IT to ensure redesigned workflows are achievable within the existing technology ecosystem — including Oracle HCM — and that design choices account for platform capabilities and constraints.
Redesign Oracle-enabled workflows where relevant to improve how users experience approvals, self-service, data handoffs, and manager actions; surface platform limitations that require workarounds or escalation to the technology roadmap.
Engage Colleague and Manager Enablement partners to incorporate the employee and manager experience into workflow design decisions — not just process efficiency — so redesigned workflows serve the people using them, not only the function administering them.
Document the behavioral and role changes required by the new workflow; surface these to the change and enablement team so adoption support is designed in advance, not after deployment.
Support end-user adoption of redesigned workflows and AI-enabled processes by defining enablement needs, gathering feedback post-launch, and flagging usage patterns that indicate the design needs adjustment.
After each initiative handoff, review what the workflow redesign produced against the ROI metrics committed to; document lessons learned and apply them to the next program.
Stay current on workflow redesign practice, AI-enabled process design, and emerging approaches to human-AI collaboration in talent processes.