Talent Systems Analyst

Join GR8 Tech as a Talent Systems Analyst to connect business needs with HR systems, driving analysis and configuration across Talent technology. Be part of a team that builds success stories in the iGaming industry. GR8 _TECH builds B2B iGaming platforms for operators who play to lead. We deliver full-cycle, high-impact tech designed to scale — from seamless integrations and expert consulting to long-term operational support. Our platform powers millions of active players and drives real business growth. Call it what it is: the iGaming Platform for Champions. With 1000+ GR8 people across locations and time zones, we don’t just ship technology — we help operators build success stories across brands, markets, and geos. Our ambition drives us. Our people make it real. If you’re a challenger in spirit and a champion in action — join us.

• •Business & Systems Analysis: Partner with non-technical stakeholders across the Talent function and Talent leadership to capture business needs and translate them into clear functional and technical requirements for Talent systems (HRIS, ATS, LMS), BI tools, Analytics Platforms, and automation platforms.
• •Tech Stack & Data Architecture: Define standards for core Talent Applications (business rules, workflows, permissions) and own People data architecture — field taxonomy, naming conventions, data ownership, and governance rules.
• •Automation & Integrations: Identify where low-code/no-code automation (n8n, Make, Zapier) or API-based integrations can remove manual work across the employee lifecycle; write the requirements and oversee delivery.
• •AI Use Cases: Run feasibility studies on HR processes, define AI use cases and success metrics, and validate outcomes after deployment.
• •Talent Analytics, BI & Analytics Platforms: Translate business questions into BI requirements; define metric logic, data sources, and validation approach for dashboards in Tableau, Power BI, Looker Studio, or similar.
• •Project Delivery: Lead technical execution of system rollouts and major updates: discovery, requirements, UAT, deployment.
• •Cross-Functional Partnership: Partner with IT, Security, Finance, and Engineering on system access, integrations, and data flows that support Talent systems and reporting.
• •Working with Contractors & Vendors: Direct the day-to-day work of contractors or vendors on specific projects or backlog items.

• •Benefits: Cafeteria — annual budget you allocate to: Sports • Medical • Mental health • Home office • Languages.
• •Work-life & support: Paid maternity/paternity leave + monthly childcare allowance. 20+ vacation days, unlimited sick leave, emergency time off. Remote-first + tech support + coworking compensation. Team events (online/offline/offsite). Learning culture with internal courses + growth programs.
• •Our culture & core values: GR8_TECH culture is how we win — through trust, ownership, and a growth mindset. We move fast, stay curious, and keep it real, with open feedback, room to experiment, and a team that’s got your back. FUELLED BY TRUST: we’re open, honest, and have each other’s backs. OWN YOUR GAME: we take initiative and own what we do. ACCELER8: we move fast, focus smart, and keep it simple. CHALLENGE ACCEPTED: we grow through challenges and stay curious. BULLETPROOF: we’re resilient, ready, and always have a plan.

• •Must-have 5+ years in business/systems analysis for HR or Talent tech (HRIS/ATS/LMS) or similar enterprise systems — proven ability to translate ambiguous business asks into clear requirements and specs.
• •Strong process mapping skills: workflow diagrams, current/future-state documentation, requirement specs.
• •Configuration literacy: practical understanding of Talent system configuration concepts (business rules, workflows, permissions, data structure).
• •BI & Analytics Platform literacy: familiarity with BI tools (Tableau, Power BI, Superset, or similar) and Analytics Platforms/data warehouses (e.g., BigQuery) — able to define reporting and data requirements and validate metric logic across both.
• •Automation literacy: exposure to automation and integration concepts (APIs, low-code tools such as n8n, Make, Zapier).
• •Basic SQL literacy for querying and validating data.
• •Experience leading system rollouts or major updates end-to-end, from discovery through UAT to deployment.
• •Comfortable owning and prioritizing a backlog independently.

• •Hands-on configuration experience.
• •Hands-on automation build experience.
• •HR domain knowledge: clear understanding of OKRs, goals, and KPIs, and how they differ from one another.
• •Hands-on background in ERP configuration, or in building directly within an Analytics Platform (e.g., BigQuery, Snowflake).