Responsibilities:

Act as the primary point of contact between HR stakeholders and technology teams for HR data and reporting initiatives
Partner with HR Operations, Talent, Payroll, Compensation, Learning, and Compliance teams to understand business processes, data needs, and reporting requirements
Gather, analyze, and document business requirements, translating them into functional specifications, user stories, data requirements, and acceptance criteria
Define and validate HR data definitions, KPIs, metrics, and reporting logic to ensure consistency across dashboards, analytics, and regulatory reporting
Support data mapping, source-to-target specifications, and validation rules for integrating HR systems (e.g., Workday, SAP SuccessFactors, Oracle HCM) into the Azure data platform
Collaborate with Solution Architects and Data Architects to ensure business requirements are accurately reflected in end-to-end solution designs
Facilitate workshops, requirement walkthroughs, and design reviews to drive alignment and stakeholder sign-off
Support data quality initiatives by defining business rules, reconciliation processes, and exception handling
Assist with UAT planning and execution to ensure solutions meet business expectations and HR compliance requirements
Provide support during rollout and post-implementation, including documentation, user adoption, and continuous improvement of HR analytics

Requirements:

Proven experience as an HRIS Business Analyst, HR Data Analyst, or similar role
Strong understanding of HR processes and data domains (e.g., payroll, talent, compensation, learning)
Experience working with HRIS platforms such as Workday, SAP SuccessFactors, or Oracle HCM
Solid experience gathering requirements and translating them into technical and data specifications
Familiarity with data platforms, reporting tools, and analytics environments (Azure preferred)
Excellent communication, facilitation, and stakeholder management skills
Strong attention to detail and ability to manage multiple priorities

Life at Sogeti: Sogeti supports all aspects of your well-being throughout the changing stages of your life and career. For eligible employees, we offer:

Flexible work options
401(k) with 150% match up to 6%
Employee Share Ownership Plan
Medical, Prescription, Dental & Vision Insurance
Life Insurance
100% Company-Paid Mobile Phone Plan
3 Weeks PTO + 7 Paid Holidays
Paid Parental Leave
Adoption, Surrogacy & Cryopreservation Assistance
Subsidized Back-up Child/Elder Care & Tutoring
Career Planning & Coaching
$5,250 Tuition Reimbursement & 20,000+ Online Courses
Employee Resource Groups
Counseling & Support for Physical, Financial, Emotional & Spiritual Well-being
Disaster Relief Programs

About Sogeti

Part of the Capgemini Group, Sogeti makes business value through technology for organizations that need to implement innovation at speed and want a local partner with global scale. With a hands-on culture and close proximity to its clients, Sogeti implements solutions that will help organizations work faster, better, and smarter. By combining its agility and speed of implementation through a DevOps approach, Sogeti delivers innovative solutions in quality engineering, cloud and application development, all driven by AI, data and automation.

Become Your Best | www.sogeti.us

Disclaimer

Capgemini is an Equal Opportunity Employer encouraging diversity in the workplace. All qualified applicants will receive consideration for employment without regard to race, national origin, gender identity/expression, age, religion, disability, sexual orientation, genetics, veteran status, marital status or any other characteristic protected by law.

This is a general description of the Duties, Responsibilities and Qualifications required for this position. Physical, mental, sensory or environmental demands may be referenced in an attempt to communicate the manner in which this position traditionally is performed. Whenever necessary to provide individuals with disabilities an equal employment opportunity, Capgemini will consider reasonable accommodations that might involve varying job requirements and/or changing the way this job is performed, provided that such accommodations do not pose an undue hardship.

Capgemini is committed to providing reasonable accommodation during our recruitment process. If you need assistance or accommodation, please reach out to your recruiting contact.

Please be aware that Capgemini may capture your image (video or screenshot) during the interview process and that image may be used for verification, including during the hiring and onboarding process.

Click the following link for more information on your rights as an Applicant http://www.capgemini.com/resources/equal-employment-opportunity-is-the-law

Applicants for employment in the US must have valid work authorization that does not now and/or will not in the future require sponsorship of a visa for employment authorization in the US by Capgemini.

Capgemini discloses salary range information in compliance with state and local pay transparency obligations. The disclosed range represents the lowest to highest salary we, in good faith, believe we would pay for this role at the time of this posting, although we may ultimately pay more or less than the disclosed range, and the range may be modified in the future. The disclosed range takes into account the wide range of factors that are considered in making compensation decisions including, but not limited to, geographic location, relevant education, qualifications, certifications, experience, skills, seniority, performance, sales or revenue-based metrics, and business or organizational needs. At Capgemini, it is not typical for an individual to be hired at or near the top of the range for their role. The base salary range for the tagged location is 90k-130K.

This role may be eligible for other compensation including variable compensation, bonus, or commission. Full time regular employees are eligible for paid time off, medical/dental/vision insurance, 401(k), and any other benefits to eligible employees.

Note: No amount of pay is considered to be wages or compensation until such amount is earned, vested, and determinable. The amount and availability of any bonus, commission, or any other form of compensation that are allocable to a particular employee remains in the Company's sole discretion unless and until paid and may be modified at the Company’s sole discretion, consistent with the law.

Sogeti

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