Sr. Digital HR Business Analyst

Glanbia•Downers Grove, IL

1d•$100,000 - $120,000

About The Position

The Digital HR Senior Business Analyst is responsible for end-to-end delivery of Core HR IT Products, with a focus on SuccessFactors Employee Central, SAP Payroll, and associated integrations to our Payroll & Benefits partners. This role partners closely with HR, Payroll, Benefits, and Technology stakeholders to maximize business value by delivering robust, secure, and user-centric solutions across the employee lifecycle. This role specifically oversees the SuccessFactors Core HR module—Employee Central and SAP Payroll—as well as integrations to Payroll and Benefits partners. It also includes ownership of cross-platform integrations across the broader HR ecosystem, ensuring seamless data flow and operational efficiency across HR, Finance, and external service providers.

Requirements

Bachelor's or Master's degree in a relevant field (e.g., Computer Science, Information Technology, or Engineering), or equivalent experience.
Comprehensive experience managing HR IT delivery from requirements elicitation to code deployment, demonstrated by c.5 years of relevant industry experience.
Proven track record in defining and executing valuable Product strategies, realising tangible benefits for the Business.
Expertise in relevant HR functional domains and their associated application stack (e.g., SuccessFactors Employee Central).
Evidenced ability to develop and maintain relationships with senior Business stakeholders (VP, Directors), translating their high-level requirements into workable solutions.
Strong ability to convey complex technology ideas to non-conversant audiences.
Strong analytical and problem-solving skills for developing Product use cases and determining their associated value.
Strong communication and presentation skills with the ability to influence stakeholders, aligning on competing priorities and guiding Business teams on the feasibility of requests vs. technology constraints.
Good understanding of Product performance measures and metrics, with evidenced ability to improve overall Product performance (e.g., defect rate, downtime, team productivity, KPI uplift, ROI, impact on P&L).

Nice To Haves

Industry certifications highly desirable (e.g. Agile Methodologies, Success Factors certification).

Responsibilities

Partner with HR Operations, Payroll, Benefits, and other key business stakeholders to shape strategic product direction, define high-level business requirements, and ensure alignment between product roadmaps and business priorities.
Serve as the primary liaison between the business and Digital HR teams, translating business needs into product requirements (e.g., Epics, Features, and User Stories), while managing and prioritizing the product backlog to maximize business value.
Build trusted advisor relationships with HR Operations, Payroll, and Benefits stakeholders by providing strategic guidance, subject matter expertise, and proactive support on HR technology solutions.
Lead and deliver Digital HR initiatives and projects across the North American region, ensuring successful execution, stakeholder alignment, and realization of business outcomes.
Oversee security, compliance, risk management, and data privacy requirements across the HR technology landscape, in partnership with Information Security, Risk, and Compliance teams.
Own and manage business-aligned KPIs and performance metrics for the product area, driving continuous improvement and serving as an escalation point for product-related issues, risks, and performance concerns.
Advise business stakeholders on the technology, operational, cost, and complexity implications of process and policy decisions, enabling informed and sustainable decision-making.
Foster a culture of continuous improvement within the product team by identifying optimization opportunities, driving innovation, and embedding best practices that enhance product performance and user experience.
Provide technology advisory services to HR stakeholders by evaluating emerging technologies, industry trends, and digital capabilities, and assessing their potential impact on HR Operations, Payroll, and Benefits functions.
Manage the day-to-day performance and delivery of third-party partners and contractors within the product team, ensuring alignment with business objectives, service levels, and delivery expectations.
Establish and maintain regular governance and reporting mechanisms that provide clear visibility into product team performance, delivery progress, operational health, and achievement of business value outcomes.
Collaborate with global and regional stakeholders to ensure North American business requirements are represented in enterprise HR technology strategies, roadmaps, and solution designs.
Drive stakeholder engagement, change adoption, and effective communication across business and technology teams to support successful implementation and ongoing optimization of HR technology solutions.