FT
Business Systems Analyst 3 (N-IT)
First Tek, Inc.
🇺🇸 United States
On-site
Staff / Principal
2 months ago
- Change Management
- PeopleSoft
- SQL
- Power BI
- Waterfall
- Agile
- Technical Writing
- Integration Testing
- AI
- Workday Studio
2 months ago
ADDITIONAL PROCUREMENT INFORMATION (API)
Title & Level
Business Systems Analyst 3
Work Group Location
Portland, OR
Specialty
Workday
Offsite Work Eligibility*
Remote Work Eligible - Must live in BPA's service territory of WA, OR, ID, MT. Official Duty Station is the home address.**
Organization
HS
Number of Days Onsite
0 days
Hours
Full-Time, up to 40 hours
Additional Information
May be requested to report to duty station (Portland, OR) up to five days per year.
Overtime
20% anticipated
On-Call
No
Travel
Up to 5% travel to BPA HQ
FN Status
NOT open to Foreign Nationals
* Current telework, remote work and onsite support is based on BPA’s business needs and is subject to change or termination at any time.
** Assignments with the “Remote” Designation must reside in WA, OR, ID or MT. Case-by-case exceptions may apply only when in the best interest of BPA.
OVERVIEW
Assignment
This contract Business Systems Analyst assignment will provide high-level analytical business systems support and assistance to the HR Systems & Automation (HS) organization of *** (BPA). This assignment will collaborate and work closely with other analysts, subject matter experts in Human Resources and other business functions, Department of Energy staff, and support personnel. The analyst will implement, support, and enhance Workday solutions and other HR business applications. This work will include conducting fit/gap sessions and analysis, recommending solutions and drafting functional specifications, data conversion, report development, system configuration, writing and executing test scripts, and creating training materials. This assignment will serve as a primary point-of-contact for both project work and ongoing operations and maintenance of HR-related systems/modules. This assignment will interface and collaborate with external parties with the Department of Energy (DOE) and the Office of Personnel Management (OPM), as well as internal BPA subject matter experts (SMEs), project teams and stakeholders from HR and IT technical teams and other interested parties to apply and support business applications.
Organization
The HR Systems & Automation (HS) team is a collaborative group that works closely with HR subject matter experts, cross-functional project teams and technical developers. The work includes heads-down analysis, documenting, testing applications, as well as attending and facilitating meetings. Team members follow established processes and procedures including Change Management, Work Tracking, and Time Management. A successful candidate will be able to perform under frequent priority changes and engage in multiple work efforts while staying highly focused and organized. Our team has developed strong working relationships where people are valued and enabled to deliver results. Creativity and innovative thinking are expected.
ASSIGNMENT RESPONSIBILITIES
Note: All official drafts, documents and recommendations, as listed below, must be reviewed, finalized and approved / accepted by appropriate BPA manager or other federal personnel with the authority to do so.
Provide business analysis expertise to design solutions and provide data in support of the HR function and HR systems.
End-to-End configuration and support of Workday solutions.
Collaborate on the product vision and multi-year roadmap for Workday, ensuring alignment with BPA/DOE Human Capital and Information Technology objectives.
Provide analysis of Workday modules not currently in use and provide recommendations for possible future implementation.
Drive end-user adoption of Workday features through development of comprehensive documentation, user guides, and training.
Leverage Workday reporting and analytics to identify trends and provide actionable recommendations for process optimization.
Manage lifecycle of Workday integrations, from discovery and requirements gathering to deployment, maintenance, and sunsetting.
Champion continuous improvement by analyzing process deficiencies and proposing design changes that improve effectiveness and reliability while minimizing manual intervention.
Meet with service providers and customers to conduct analysis of business issues and challenges, document and improve business processes, and to define and manage detailed requirements to improve business systems.
Develop proof of concepts and prototypes required to support new systems or processes, validate and share with stakeholders to ensure solutions meet business needs and system requirements.
Review, research, and understand available solution options and provide information, input, and assistance for HR and other stakeholders to prioritize options based on their merits and help to recommend selection of the best option.
Translate complex business needs into scalable product requirements and technical specifications.
Work with managers, SMEs, and other stakeholders to develop/draft and analyze business cases to consider viability.
Facilitate business stakeholders through the processes of identifying and prioritizing business needs, identifying measurable objectives for a solution, and assisting in determining the appropriate business solutions.
Create process diagrams and identify and recommend solutions for gaps in current-state process documentation.
Develop data flow models to define interdependencies with other applications.
Gather business requirements, facilitate design sessions, and develop creative, scalable solutions.
Evaluate software application vendor enhancements for regulatory requirements and support of business functions; collaborate with vendor on proposed enhancements and software issue documentation and resolution.
Provide training and support to users and business stakeholders.
Lead and/or participate in documentation, configuration, testing, and deployment activities.
Develop and manage test plans, test scenarios, and test cases, ensuring full coverage of business processes.
Verify that issues encountered during system testing are captured, resolved, and their resolutions documented.
Create audit plans, schedules and testing of system upgrades and new configurations.
Troubleshooting – issue identification, diagnoses and resolution (e.g. end-user, business process, security, integration, etc.).
Develop, recommend, run, and maintain designated and assigned HR integrations, reports and analytics. This may include Workday reporting and analytics tools, dashboards, pivot grids, PeopleSoft or SQL queries, Power BI, or other solutions.
Facilitate initiatives of various sizes and scopes utilizing Waterfall or Agile methodology as appropriate to include business case development, requirements documentation, alternatives analysis, change management, and tracking of key activities/milestones.
As requested by BPA manager or BPA team lead, provide guidance, training, or assistance to other DOE personnel in areas serviced.
Mark documents and maintain filing system(s), files, emails, and records in accordance with compliance requirements. Share and disperse documents only to appropriate personnel (those with a Lawful Government Purpose (LGP) to know). Mark and maintain all official records in accordance with the Information Security (INFOSEC) and Information Governance & Lifecycle Management (IGLM) standards and procedures. Validate official records are accurately maintained for auditing purposes.
REQUIREMENTS
Education & Corresponding Experience (required on matrix)
A bachelor’s degree in information technology, business systems or a closely related technical discipline is highly desired.
8 years of experience is required with an applicable bachelor’s degree.
10 years of experience is required with an applicable associate degree.
12 years of experience is required without a degree or applicable degree.
Experience should be consistent with specific requirements of Information Technology, Business Systems, or related specialty and progressively more technical in nature.
Required Technical Skills & Experience (required on matrix)
Advanced hands-on experience and extensive understanding of various products and modules of Workday including two or more of the following: core HCM, Benefits, Talent Management, Learning, Payroll, Time & Attendance, Absence Management, Workforce Planning, Vendor Management, Analytics & Reporting, along with working experience with domain and business process security.
Technical understanding of Workday sufficient to perform changes in configuration and security and to facilitate requests with Workday product teams on system bug resolution or enhancements.
Technical writing skills required to author, modify, or facilitate development of design specification documents, job aids, user guides, standard operating procedures, and similar materials.
Strong analytical and product management skills required, including a thorough understanding of how to interpret customer business needs and translate them into application and operational requirements.
Experience/ability to model processes, determine requirements, analyze alternatives, and verify solutions to meet business needs.
Workday configuration experience, with the ability to understand and validate complex setups.
Experience building custom reports and dashboards in Workday to support operations and drive data-informed decision-making.
Experience with QA/testing methodologies, including functional, regression, and integration testing.
Preferred Skills & Experience (optional on matrix)
Workday Certification in core HCM, Benefits, Compensation, Talent, Learning, Absence, Payroll, or other related modules.
Experience using Workday Extend to build custom apps, Workday Agents for AI-driven automation, or Workday Studio or APIs for integrations.
Experience in multi-tenant and/or multi-company Workday structures.
Project Management Professional, Certified Business Process Professional, or similar related certification.
Extensive hands-on experience implementing, maintaining, enhancing, and governing large-scale Workday implementations.
Experience leading process improvement initiatives.
Excellent written and verbal communication skills, with the ability to clearly present technical concepts, create comprehensive documentation, and articulate system impacts to both HR and business leaders.
Ability to develop white papers, lead design sessions, facilitate stakeholder discussions, and deliver Workday demonstrations.
Additional Requirements (not required on matrix)
Valid U.S. Driver’s License is required.
Appendices
The following appendices apply to this assignment and may be downloaded from the Fieldglass Reference Library:
Offsite Work
Remote Work Program
Training Expectations (Worker is expected to keep current on the latest technologies and skills required for the assignment.)
Training Type
Details
Provided by
Workday / PeopleSoft
Supplier or Worker
Attendance at all conferences, workshops, training, etc. must be pre-approved by SLMO. Requests will be reviewed on a case-by-case basis. Approval is subject to the most current guidance provided to SLMO by BPA or DOE and is subject to change at any time. SLMO reserves the right to negotiate attendance on billable/non-billable hours and reimbursement of travel costs with the supplier. Reimbursable travel costs must adhere to the Federal Travel Regulations and be submitted via an expense sheet in Fieldglass.
CLOSELY ASSOCIATED RESPONSIBILITIES & REQUIRED ASSOCIATED MITIGATION MEASURES
The following is a list of potential inherently governmental risk areas and the measures that SLMO-Compliance has determined must be in place, via processes and procedures, to mitigate the associated risks. The BPA manager’s acceptance of the API or CWSD serves as their attestation that all applicable mitigation measures listed below are or will be established and adhered to in their organization.
Area of potential Closely Associated / Inherently Government function
Mitigation Measures
Access to Confidential / Sensitive Information
CFTE must sign NDA (Non-Disclosure Agreements) at beginning of assignments. (Does not apply to Craft assignments)
CFTE must complete annual Information Security and Privacy Awareness training.
CFTE must complete and pass background investigations of an appropriate level.
Acquisition Planning / Source Selection
CFTE are not permitted to serve as “voting” members for acquisition selections.
All purchasing decisions must be made by appropriate federal personnel (Contracting Officers).
All acquisition documents (requirements,
SOW’s, evaluation criteria, etc.) must be reviewed, finalized and approved by appropriate BPA federal personnel.
Only Contracting Officers are authorized to obligate BPA funds.
Agency / Org Planning
All drafts, documents, materials and recommendations must be reviewed, finalized and approved by appropriate BPA federal personnel.
Budget / Finance Prep
Only Federal Employees may determine budget priorities & allocations.
BFTE must control and finalize / approve all budgets and related documentation, including that for projects, programs and Organizations.
Contract Management
All Contractual documents, including invoices must be finalized / approved by appropriate Federal personnel.
All contract-related decisions (modifications, changes, performance) must be determined by appropriate federal personnel (COs).
Decision Making
CFTE may provide input and recommendations to decision-makers.
Only appropriate federal personnel may make decisions which obligate BPA resources or to a specific course of action.
Direction & Control
(directing BFTE)
CFTE are not permitted to direct the actions of federal employees (BFTE) or have any control or input into their performance.
Work of BFTE must be assigned by federal manager, supervisor, Program / Resource manager or another appropriate designee.
Disposing Govt. Property
All decisions regarding the disposal of BPA property must be made by appropriate federal personnel; and all property dispositions must be directed and controlled by the Investment Recovery Center (IRC).
Dissemination of Agency/Policy Information / Training
All training and any information that is to be disseminated must be either 1) per established policy, process, procedure, or practice; or, 2) reviewed, finalized and approved by appropriate BPA federal personnel.
Inspection / IT Testing
Processes and procedures must ensure Federal personnel review inspection findings and CFTE recommendations before acceptance or rejection of material(s) / item(s).
HR Support
CFTE may assist with HR functions per established procedures, processes and guidelines (e.g., timekeeping).
All work products must be reviewed and finalized by appropriate federal employees.
Policy Development
BPA’s process for Policy development includes multiple levels of federal review prior to acceptance / adoption.
Interpretation of Policy/Regulations
Only BPA federal employees may determine the applicability and interpretation of regulations.
CFTE are not permitted to “interpret” regulations for or on behalf of BPA. Regulations are interpreted by federal personnel and communicated via standards, guides, policies and processes.
Representing BPA
Contract workers are required to identify themselves and their employer in signature blocks, in introductions and have a nameplate outside their cubicle.
CFTE must receive written VP approval to represent BPA at outside events, such as workshops, seminars or conferences.
Page 4 of 4 F_0121_API_TEMPLATE_030626
*** | SUPPLEMENTAL LABOR MANAGEMENT OFFICE
ADDITIONAL PROCUREMENT INFORMATION (API)
Title & Level
Business Systems Analyst 3
Work Group Location
Portland, OR
Specialty
Workday
Offsite Work Eligibility*
Remote Work Eligible - Must live in BPA's service territory of WA, OR, ID, MT. Official Duty Station is the home address.**
Organization
HS
Number of Days Onsite
0 days
Hours
Full-Time, up to 40 hours
Additional Information
May be requested to report to duty station (Portland, OR) up to five days per year.
Overtime
20% anticipated
On-Call
No
Travel
Up to 5% travel to BPA HQ
FN Status
NOT open to Foreign Nationals
* Current telework, remote work and onsite support is based on BPA’s business needs and is subject to change or termination at any time.
** Assignments with the “Remote” Designation must reside in WA, OR, ID or MT. Case-by-case exceptions may apply only when in the best interest of BPA.
OVERVIEW
Assignment
This contract Business Systems Analyst assignment will provide high-level analytical business systems support and assistance to the HR Systems & Automation (HS) organization of *** (BPA). This assignment will collaborate and work closely with other analysts, subject matter experts in Human Resources and other business functions, Department of Energy staff, and support personnel. The analyst will implement, support, and enhance Workday solutions and other HR business applications. This work will include conducting fit/gap sessions and analysis, recommending solutions and drafting functional specifications, data conversion, report development, system configuration, writing and executing test scripts, and creating training materials. This assignment will serve as a primary point-of-contact for both project work and ongoing operations and maintenance of HR-related systems/modules. This assignment will interface and collaborate with external parties with the Department of Energy (DOE) and the Office of Personnel Management (OPM), as well as internal BPA subject matter experts (SMEs), project teams and stakeholders from HR and IT technical teams and other interested parties to apply and support business applications.
Organization
The HR Systems & Automation (HS) team is a collaborative group that works closely with HR subject matter experts, cross-functional project teams and technical developers. The work includes heads-down analysis, documenting, testing applications, as well as attending and facilitating meetings. Team members follow established processes and procedures including Change Management, Work Tracking, and Time Management. A successful candidate will be able to perform under frequent priority changes and engage in multiple work efforts while staying highly focused and organized. Our team has developed strong working relationships where people are valued and enabled to deliver results. Creativity and innovative thinking are expected.
ASSIGNMENT RESPONSIBILITIES
Note: All official drafts, documents and recommendations, as listed below, must be reviewed, finalized and approved / accepted by appropriate BPA manager or other federal personnel with the authority to do so.
Provide business analysis expertise to design solutions and provide data in support of the HR function and HR systems.
End-to-End configuration and support of Workday solutions.
Collaborate on the product vision and multi-year roadmap for Workday, ensuring alignment with BPA/DOE Human Capital and Information Technology objectives.
Provide analysis of Workday modules not currently in use and provide recommendations for possible future implementation.
Drive end-user adoption of Workday features through development of comprehensive documentation, user guides, and training.
Leverage Workday reporting and analytics to identify trends and provide actionable recommendations for process optimization.
Manage lifecycle of Workday integrations, from discovery and requirements gathering to deployment, maintenance, and sunsetting.
Champion continuous improvement by analyzing process deficiencies and proposing design changes that improve effectiveness and reliability while minimizing manual intervention.
Meet with service providers and customers to conduct analysis of business issues and challenges, document and improve business processes, and to define and manage detailed requirements to improve business systems.
Develop proof of concepts and prototypes required to support new systems or processes, validate and share with stakeholders to ensure solutions meet business needs and system requirements.
Review, research, and understand available solution options and provide information, input, and assistance for HR and other stakeholders to prioritize options based on their merits and help to recommend selection of the best option.
Translate complex business needs into scalable product requirements and technical specifications.
Work with managers, SMEs, and other stakeholders to develop/draft and analyze business cases to consider viability.
Facilitate business stakeholders through the processes of identifying and prioritizing business needs, identifying measurable objectives for a solution, and assisting in determining the appropriate business solutions.
Create process diagrams and identify and recommend solutions for gaps in current-state process documentation.
Develop data flow models to define interdependencies with other applications.
Gather business requirements, facilitate design sessions, and develop creative, scalable solutions.
Evaluate software application vendor enhancements for regulatory requirements and support of business functions; collaborate with vendor on proposed enhancements and software issue documentation and resolution.
Provide training and support to users and business stakeholders.
Lead and/or participate in documentation, configuration, testing, and deployment activities.
Develop and manage test plans, test scenarios, and test cases, ensuring full coverage of business processes.
Verify that issues encountered during system testing are captured, resolved, and their resolutions documented.
Create audit plans, schedules and testing of system upgrades and new configurations.
Troubleshooting – issue identification, diagnoses and resolution (e.g. end-user, business process, security, integration, etc.).
Develop, recommend, run, and maintain designated and assigned HR integrations, reports and analytics. This may include Workday reporting and analytics tools, dashboards, pivot grids, PeopleSoft or SQL queries, Power BI, or other solutions.
Facilitate initiatives of various sizes and scopes utilizing Waterfall or Agile methodology as appropriate to include business case development, requirements documentation, alternatives analysis, change management, and tracking of key activities/milestones.
As requested by BPA manager or BPA team lead, provide guidance, training, or assistance to other DOE personnel in areas serviced.
Mark documents and maintain filing system(s), files, emails, and records in accordance with compliance requirements. Share and disperse documents only to appropriate personnel (those with a Lawful Government Purpose (LGP) to know). Mark and maintain all official records in accordance with the Information Security (INFOSEC) and Information Governance & Lifecycle Management (IGLM) standards and procedures. Validate official records are accurately maintained for auditing purposes.
REQUIREMENTS
Education & Corresponding Experience (required on matrix)
A bachelor’s degree in information technology, business systems or a closely related technical discipline is highly desired.
8 years of experience is required with an applicable bachelor’s degree.
10 years of experience is required with an applicable associate degree.
12 years of experience is required without a degree or applicable degree.
Experience should be consistent with specific requirements of Information Technology, Business Systems, or related specialty and progressively more technical in nature.
Required Technical Skills & Experience (required on matrix)
Advanced hands-on experience and extensive understanding of various products and modules of Workday including two or more of the following: core HCM, Benefits, Talent Management, Learning, Payroll, Time & Attendance, Absence Management, Workforce Planning, Vendor Management, Analytics & Reporting, along with working experience with domain and business process security.
Technical understanding of Workday sufficient to perform changes in configuration and security and to facilitate requests with Workday product teams on system bug resolution or enhancements.
Technical writing skills required to author, modify, or facilitate development of design specification documents, job aids, user guides, standard operating procedures, and similar materials.
Strong analytical and product management skills required, including a thorough understanding of how to interpret customer business needs and translate them into application and operational requirements.
Experience/ability to model processes, determine requirements, analyze alternatives, and verify solutions to meet business needs.
Workday configuration experience, with the ability to understand and validate complex setups.
Experience building custom reports and dashboards in Workday to support operations and drive data-informed decision-making.
Experience with QA/testing methodologies, including functional, regression, and integration testing.
Preferred Skills & Experience (optional on matrix)
Workday Certification in core HCM, Benefits, Compensation, Talent, Learning, Absence, Payroll, or other related modules.
Experience using Workday Extend to build custom apps, Workday Agents for AI-driven automation, or Workday Studio or APIs for integrations.
Experience in multi-tenant and/or multi-company Workday structures.
Project Management Professional, Certified Business Process Professional, or similar related certification.
Extensive hands-on experience implementing, maintaining, enhancing, and governing large-scale Workday implementations.
Experience leading process improvement initiatives.
Excellent written and verbal communication skills, with the ability to clearly present technical concepts, create comprehensive documentation, and articulate system impacts to both HR and business leaders.
Ability to develop white papers, lead design sessions, facilitate stakeholder discussions, and deliver Workday demonstrations.
Additional Requirements (not required on matrix)
Valid U.S. Driver’s License is required.
Appendices
The following appendices apply to this assignment and may be downloaded from the Fieldglass Reference Library:
Offsite Work
Remote Work Program
Training Expectations (Worker is expected to keep current on the latest technologies and skills required for the assignment.)
Training Type
Details
Provided by
Workday / PeopleSoft
Supplier or Worker
Attendance at all conferences, workshops, training, etc. must be pre-approved by SLMO. Requests will be reviewed on a case-by-case basis. Approval is subject to the most current guidance provided to SLMO by BPA or DOE and is subject to change at any time. SLMO reserves the right to negotiate attendance on billable/non-billable hours and reimbursement of travel costs with the supplier. Reimbursable travel costs must adhere to the Federal Travel Regulations and be submitted via an expense sheet in Fieldglass.
CLOSELY ASSOCIATED RESPONSIBILITIES & REQUIRED ASSOCIATED MITIGATION MEASURES
The following is a list of potential inherently governmental risk areas and the measures that SLMO-Compliance has determined must be in place, via processes and procedures, to mitigate the associated risks. The BPA manager’s acceptance of the API or CWSD serves as their attestation that all applicable mitigation measures listed below are or will be established and adhered to in their organization.
Area of potential Closely Associated / Inherently Government function
Mitigation Measures
Access to Confidential / Sensitive Information
CFTE must sign NDA (Non-Disclosure Agreements) at beginning of assignments. (Does not apply to Craft assignments)
CFTE must complete annual Information Security and Privacy Awareness training.
CFTE must complete and pass background investigations of an appropriate level.
Acquisition Planning / Source Selection
CFTE are not permitted to serve as “voting” members for acquisition selections.
All purchasing decisions must be made by appropriate federal personnel (Contracting Officers).
All acquisition documents (requirements,
SOW’s, evaluation criteria, etc.) must be reviewed, finalized and approved by appropriate BPA federal personnel.
Only Contracting Officers are authorized to obligate BPA funds.
Agency / Org Planning
All drafts, documents, materials and recommendations must be reviewed, finalized and approved by appropriate BPA federal personnel.
Budget / Finance Prep
Only Federal Employees may determine budget priorities & allocations.
BFTE must control and finalize / approve all budgets and related documentation, including that for projects, programs and Organizations.
Contract Management
All Contractual documents, including invoices must be finalized / approved by appropriate Federal personnel.
All contract-related decisions (modifications, changes, performance) must be determined by appropriate federal personnel (COs).
Decision Making
CFTE may provide input and recommendations to decision-makers.
Only appropriate federal personnel may make decisions which obligate BPA resources or to a specific course of action.
Direction & Control
(directing BFTE)
CFTE are not permitted to direct the actions of federal employees (BFTE) or have any control or input into their performance.
Work of BFTE must be assigned by federal manager, supervisor, Program / Resource manager or another appropriate designee.
Disposing Govt. Property
All decisions regarding the disposal of BPA property must be made by appropriate federal personnel; and all property dispositions must be directed and controlled by the Investment Recovery Center (IRC).
Dissemination of Agency/Policy Information / Training
All training and any information that is to be disseminated must be either 1) per established policy, process, procedure, or practice; or, 2) reviewed, finalized and approved by appropriate BPA federal personnel.
Inspection / IT Testing
Processes and procedures must ensure Federal personnel review inspection findings and CFTE recommendations before acceptance or rejection of material(s) / item(s).
HR Support
CFTE may assist with HR functions per established procedures, processes and guidelines (e.g., timekeeping).
All work products must be reviewed and finalized by appropriate federal employees.
Policy Development
BPA’s process for Policy development includes multiple levels of federal review prior to acceptance / adoption.
Interpretation of Policy/Regulations
Only BPA federal employees may determine the applicability and interpretation of regulations.
CFTE are not permitted to “interpret” regulations for or on behalf of BPA. Regulations are interpreted by federal personnel and communicated via standards, guides, policies and processes.
Representing BPA
Contract workers are required to identify themselves and their employer in signature blocks, in introductions and have a nameplate outside their cubicle.
CFTE must receive written VP approval to represent BPA at outside events, such as workshops, seminars or conferences.
Page 4 of 4 F_0121_API_TEMPLATE_030626
Business Systems Analyst 3 (N-IT) · First Tek, Inc.