BEST Business Analyst: Recruiting & HR
Mass
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Benefits offered by this job
Job summary
The Commonwealth of Massachusetts, Office of the Comptroller, via the BEST Program, seeks an experienced Business Analyst focused on Recruiting and HR to support Workday HCM implementation. You will analyze requirements, facilitate workshops, and ensureRecruiting processes align with HR lifecycle activities across agencies.
The role emphasizes end-to-end recruiting, onboarding continuity, and cross-functional collaboration within a complex public sector ERP project.
Qualifications
- At least three (3) years Talent Acquisition and Onboarding-related experience.
- Experience with business requirements, process mapping, End-to-End or UAT testing.
Responsibilities
- Support BEST Recruiting workstream across end-to-end recruiting lifecycle.
- Design future state recruiting workflows with impacted agencies.
- Document pre-hire to employee conversion processes with data validation.
- Engage stakeholders to document HR processes dependent on recruiting outputs.
- Document offer approval workflows including compensation and approvals.
- Facilitate design workshops for Recruiting, Onboarding and HR lifecycle.
- Identify exceptions and variations in recruiting/HR processes.
- Document candidate dispositioning rules and rejection reasons.
- Analyze recruiting data flows into Core HCM and Onboarding.
- Collaborate on tests and validate configurations align with requirements.
Skills
Education
Tools
Job description
The Office of the Comptroller (CTR) is one of the state’s leading financial and oversight agencies. The Office of the Comptroller ensures that the more than $50 billion in annual transactions authorized by the general appropriations act and supplemental appropriations are executed in accordance with all statutory requirements and recorded in compliance with accounting standards. We also oversee capital assets, federal funding inflows, and other transactions. We also own and maintain statewide payments and payroll systems, safeguarding critical financial information. We operate in support of our partners, the financial staff at more than 150 departments and agencies across the Commonwealth.
As stewards of the public trust, we aspire to inspire confidence by maintaining our core principles: clarity, integrity, and accountability.
The powers and obligations of the Office of the Comptroller are generally dictated by M.G.L. c. 7A.
The Commonwealth of Massachusetts is undertaking a multi-year project known as the Business Enterprise Systems Transformation (BEST) Program to implement a comprehensive Enterprise Resource Planning (ERP) software solution which will support a wide range of business functions used by all state agencies. Phase 1 of the Program focuses on the replacement of the Commonwealth’s Financial Management and General Ledger solution and was implemented in all CMW agencies in February 2026.
Phase 2 focuses on Payroll and Human Capital Management (HCM) modules which support a full software suite capable of addressing government business needs across Payroll, Time and Attendance, Performance Management, Payroll Management, Talent Acquisition, Onboarding and Offboarding Management, Position Management and Personnel Administration and Leave Management. Procurement has been completed and the Phase 2 project is well underway with a projected go-live date of April 2028. Accenture Consulting is the System Implementor and Workday is the SAAS software product vendor that we are working with.
The BEST Program is jointly sponsored by the Secretary for Administration and Finance, Comptroller of the Commonwealth and the Secretary of Technology Services and Security. This job posting is being issued through the Office of the Comptroller.
The BEST Program is seeking an experienced Business Analyst – Recruiting & HR, to support the Commonwealth of Massachusetts’ implementation of Workday Human Capital Management (HCM), with a primary focus on Recruiting functionality and related talent acquisitions process.
The Business Analyst will provide functional analysis, requirements management, process analysis, stakeholder support, testing, and implementation support across both Recruiting and broader HR functionality. While Recruiting will be the analyst’s principal area of responsibility, the position will also support related HR processes and cross functional dependencies involving Onboarding, Core HCM, employee lifecycle processes, and other functional areas as needed.
Accordingly, the Business Analyst will play an important role in helping the Program understand stakeholder needs, identify common and unique requirements, evaluate Workday capabilities, support future state process design, and determine where standardization is appropriate and where legitimate variations may need to be accommodated.
The successful candidate will combine strong business analysis capabilities with practical knowledge of HR and recruiting processes, strong communication and facilitation skills, and the ability to work effectively within a complex public sector transformation program.
This is a full-time, term-limited position established specifically to support Phase 2 of the Business Enterprise Systems Transformation (BEST) Program. The position is expected to continue through the designated implementation phase, including applicable deployment and stabilization activities. Employment is anticipated to conclude upon completion of the assigned program phase, subject to program timelines, operational needs, and applicable Commonwealth employment policies. This position is not intended to be a permanent, ongoing role.
- The Business Analyst’s primary responsibility will be supporting the BEST Recruiting workstream across the end-to-end recruiting lifecycle.
- Working with the Recruiting Lead, work with impacted agencies to consider and design future state recruiting workflows, including requisition to hire lifecycle design based on Workday optimal solution and workflows.
- Develop a documented and validated definition of pre-hire to employee conversion processes, including data validation and required fields across Executive and Non-Executive Agencies.
- Engage with stakeholders to document specific HR business processes that depend on recruiting outputs (e.g., onboarding tasks triggered by hire events).
- Document stakeholders offer approval workflows, including compensation review, HR/DEI/legal review, and final authorization steps.
- Help facilitate design workshops focused on Recruiting, Onboarding and HR lifecycle processes.
- Help identify and document exceptions, edge cases, and agency specific variations in recruiting and HR processes.
- Develop a documented and validated definition of candidate dispositioning rules and standardized reasons for rejection or withdrawals.
- Assist with the analysis of how recruiting data flows into Core HCM, Onboarding, and employee lifecycle processes.
- Working with the Recruiting Lead to analyze employee lifecycle events that intersect with recruiting (e.g., rehires, transfers, promotions) and bring this analysis to the overall Workday Payroll and HCM Solution.
- Analyze requisition approval hierarchies and recommend standardized approval workflows where appropriate.
- Assist in defining interview process structures, including panel configuration, evaluations methods, and scoring approaches.
- Participate in design sessions and help validate configurations align with documented requirements.
- Document test results, defects, and retest outcomes.
- Support resolution of conflicting requirements across agencies and organizational types.
- Escalate unresolved governance or design decisions to Functional Leads.
- Work collaboratively with Functional Leads to develop detailed test scenarios for Recruiting, Onboarding, and HR lifecycle processes.
$95,000 - $120,000
This is a management position. The posted salary range is fixed and not subject to negotiation. The selected candidate will be offered a salary within this range, commensurate with their relativeexperience.
- Paid vacation
- sick and personal leave time
- health, dental and vision insurance
- optional pre-tax Health Savings Account plans
- life insurance
- long term disability insurance
- deferred compensation savings
- tuition remission
- pre-tax commuter account plans
- possible eligibility for the federal Public Service Loan Forgiveness (PSLF) program administered by the Federal Government.
CTR operates under a Hybrid work model. Under this policy, employees are currently required to work a minimum of four business days per month (two set by management and two set by the employee) on-site at CTR’s Boston office and may work remotely the remainder of the time at a location approved by their supervisor, so long as they comply with the requirements of the telework policy. Under this policy, all employees must be able to report to the Boston office with little or no notice, even including the same workday should an exigent circumstance arise. Therefore, a reasonable proximity to the office is necessary. CTR does not reimburse for employees to travel to the office.
On-site work is an essential function of this position.
In addition, the successful candidate may be required to work primarily on site in Boston during the initial training and orientation period and/or for certain positions a primarily on-site role may be necessary.
CTR is committed to building a diverse staff at all levels across its entire agency.
The Commonwealth is an Equal Opportunity Employer and does not discriminate on the basis of race, religion, color, sex, gender identity or expression, sexual orientation, age, disability, national origin, veteran status, or any other basis covered by appropriate law.
CTR is an Equal Opportunity Employer. Females, minorities, veterans, and persons with disabilities are strongly encouraged to apply.
CTR requires a background check on all prospective employees as a condition of employment.
Candidates should know that the background check is not initiated until:
- A candidate is invited to a second or subsequent interview and
- The candidate has signed the Background Check Authorization Form and related releases.
This background check includes:
- a Criminal Offender Record Information (CORI) check
- Commonwealth Department of Revenue state tax compliance.
Candidates with advanced degrees and professional licenses may have these credentials verified.
Individuals other than those references provided by a candidate may be contacted in the course of completing a full background and qualification check.
- At least three (3) years Talent Acquisition and Onboarding-related experience with knowledge of Talent Acquisition and Onboarding business practices in other large-scale organizations of similar size and complexity to the Commonwealth of Massachusetts.
- Experience working with business requirements, process mapping, End-to-End or UAT testing, stakeholder facilitation and implementation of similar solutions in private or public sector organizations.
- Ability to facilitate understanding of existing and new functionality, identification and resolution for areas where business processes depart from the delivered software solutions and to recommend best practices from past experience.
- Knowledge of all phases of testing including unit, system, integration, parallel and user acceptance.
- Knowledge and understanding of system development life cycle methodologies including Agile software development and rapid prototyping.
- Superior analytical and technical skills.
- Demonstrated experience in using computer-based tools including Visio, MSWord, Excel, Power Point and Outlook.
- Excellent communication skills including written, verbal, presentation delivery and facilitation skills required to lead and facilitate meetings and working or planning sessions.
Applicants must have at least (A) five (5) years of full-time or, equivalent part-time, professional, administrative, supervisory, or managerial experience in: Business administration, business management, public administration, public management, of which (B) any equivalent of the required experience and substitutions below.
Substitutions:
- I. A certificate in a relevant or related field may be substituted for one (1) year of the required experience.
- II. A Bachelor’s degree in a related field may be substituted for two (2) years of the required experience.
- III. A Graduate degree in a related field may be substituted for three (3) years of the required experience.
- IV. A Doctorate degree in a related field may be substituted for four (4) years of the required experience.
If you have Diversity, … contact Diversity Officer / ADA Coordinator: Monica Middleton - 6178239689.
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