Senior Business Analyst (HR Technology)

At JetBrains, code is our passion. Ever since we started, back in 2000, we have strived to make the strongest, most effective developer tools on earth. Our products are trusted by more than 15 million users worldwide, and 88 Fortune Global 100 companies are our customers. We are building internal HR technology solutions that support teams across multiple locations, functions, and employment models. Our goal is to create a coherent and user-friendly HR technology ecosystem that reduces fragmentation, improves the employee experience, and
scales alongside the company.
We are looking for a Senior Business Analyst to help shape this HR technology landscape. In this role, you will work closely with product managers, HR stakeholders, and technical teams to
streamline HR processes, connect multiple tools and in-house systems, and translate complex business needs into clear, actionable solutions. This role sits at the intersection of HR, product, and technology and is well-suited for someone who enjoys working with ambiguity, structuring complexity, and turning ideas into practical outcomes.

What you’ll do

• Partner with HR teams and related functions to understand their day-to-day workflows, pain points, and opportunities for improvement.

• Facilitate interviews, workshops, and discussions with diverse stakeholders, ensuring different perspectives are captured, aligned, and clearly documented.

• Consolidate inputs into structured business requirements and user stories for product and engineering teams.

• Analyze and document current HR processes and data flows between systems and create clear visual diagrams of workflows and integrations.

• Work closely with the product managers to design future-state solutions, including low-fidelity prototypes and UX concepts that help stakeholders visualize changes and provide feedback.

• Prepare and maintain documentation for new and existing processes and systems, including requirements, specifications, process flow diagrams, data dictionaries, and user guides.

• Define and track key product metrics to evaluate the effectiveness and adoption of internal HR technology solutions.

What we’re looking for

• Mid- to senior-level experience as a business analyst or product manager, ideally working on internal products or platforms.

• Experience with HR technology projects or internal tools is a strong plus.

• A solid understanding of core HR processes (e.g. recruiting, onboarding, performance reviews, payroll, benefits).

• Experience working with both SaaS HR systems and custom in-house tools.

• Strong skills in gathering and documenting business requirements, mapping processes, and working with complex rules and dependencies.

• Proficiency with prototyping and diagramming tools, and the ability to communicate ideas visually.

• A basic understanding of software development and system architecture.

• Comfort working with both technical and non-technical stakeholders.

• Strong communication skills and the ability to work effectively across functions and with external vendors.

• Working proficiency in English.

HR Technology Implementation & Integration

• Lead end‑to‑end implementation of new HR tools and platforms (e.g., HRIS, ATS, performance management, learning, payroll‑adjacent tools).

• Own system configuration, testing, data migration, go‑live planning, and post‑implementation stabilization.

• Manage integrations between HR systems and other internal platforms (e.g., finance, identity management, analytics tools).

• Serve as the primary point of contact for HR technology vendors, implementation partners, and internal technical teams.

Product Ownership & Roadmap Management

• Act as product owner for assigned HR technology products, defining vision, roadmap, and success metrics.

• Gather, prioritize, and translate business requirements into functional specifications and user stories.

• Balance user needs, technical feasibility, compliance requirements, and cost considerations.

• Manage product backlogs, enhancements, and system upgrades. Internal Process Review & Optimization

• Review existing HR processes (e.g., hiring, onboarding, performance reviews, employee data management) to identify inefficiencies and manual work.

• Design improved, scalable processes aligned with best practices and business objectives.

• Partner with HR stakeholders to standardize workflows across teams and regions where applicable.

Automation & Continuous Improvement

• Identify opportunities to automate HR workflows using existing systems, integrations, or low‑code/no‑code tools.

• Drive continuous improvement initiatives to reduce manual effort, errors, and cycle time.

• Monitor system usage, adoption, and performance; propose data‑driven improvements.

• Stakeholder Management & Change Enablement

• Collaborate closely with HR leadership and functional teams to ensure solutions meet operational and strategic needs.

• Support change management activities, including communication, training, and documentation for end users.

• Ensure alignment with data privacy, security, and regulatory requirements.

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