Senior HR Functional Analyst

We are looking for an HR Functional Analyst to turn business needs into working solutions in our new HRIS. You will own a specific functional domain: Core HR, Org & Positions; Compensation, Self-Service & Reporting; or Absence/Leave, Regional Specifics & Integrations. The role spans inDrive’s global footprint of around 25 countries, so configuring for multi-country specifics is a core part of it. You will be the bridge between HR practitioners, the vendor, and internal technical teams. After implementation, you will stay on as the long-term owner of your domain. This role is a chance to help build a modern HR tech stack from the ground up and directly shape the daily experience of every employee in the company.

Lead workshops with PnC stakeholders to map current “As-Is” processes and define future “To-Be” states for your domain, removing bottlenecks and technical debt before migration
Translate complex business requirements into clear functional specifications and user stories
Perform gap analysis between the system’s standard functionality and our requirements, working with the vendor and implementation partner to find the best configuration for each process
Configure functional settings in the new HRIS, such as org structures and positions, compensation cycles and pay bands, or country-specific leave and absence rules, getting the most out of standard functionality and avoiding unnecessary customization
Define data mapping requirements for a clean migration from legacy tools, and develop and run UAT scripts to confirm the system meets functional requirements
Partner with HR Systems Engineers to make sure data flows correctly between the core HRIS and peripheral systems
Own your functional domain end-to-end after go-live as the in-house Subject Matter Expert: resolve issues and keep evolving processes as business needs and the system change
Create user guides, documentation, and training materials for HR admins and employees, and monitor post-go-live adoption

3+ years of experience as an HR Analyst, HRIS Analyst, or Business Analyst focused on HR technology
Deep understanding of at least two core HR functional areas, including how processes vary across countries: Core HR and the employee lifecycle, Organization & Position management, Compensation & Benefits, or Absence/Leave management
Proven ability to document complex business processes and translate them into system configuration
Strong stakeholder-management skills and the ability to explain technical concepts to non-technical HR partners
A solution-first approach, with the ability to find root causes rather than symptoms and a preference for standard functionality over custom development
Fluent English

Nice to Have
Experience with major HRIS/HCM suites (e.g. Workday, SAP SuccessFactors, HiBob)
Previous experience in a system migration or tool-consolidation project
Experience configuring HR processes across multiple countries or jurisdictions
Russian language skills