Talent Systems Analyst

About this role

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.

Why this role exists:

The Talent Systems Analyst connects Talent Department business needs with the systems that support them — HRIS, ATS, LMS, BI, and workflow automation tools. This person gathers requirements from stakeholders across the Talent function and Talent leadership, translates them into system and reporting specifications, and owns configuration standards and data architecture across the Talent technology stack. This is an individual contributor position centered on business and systems analysis where straightforward configuration tasks are part of the regular workload and complex builds are scoped out to engineering or vendors.

What you’ll drive:

Business & Systems Analysis

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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.

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Map current-state processes, identify gaps and inefficiencies, and produce requirement specs, workflow diagrams, and configuration specs that engineering, vendors, or the person themselves can implement.

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Own and prioritize the Talent Tech backlog — assess feasibility, effort, and business impact of incoming requests before they move to build.

Tech Stack & Data Architecture

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Define standards for core Talent Applications (business rules, workflows, permissions) and own People data architecture — field taxonomy, naming conventions, data ownership, and governance rules.

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Handle straightforward, well-defined configuration tasks directly; scope and hand off complex builds to engineering or vendors.

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Assess new tools and vendors against documented business requirements.

Automation & Integrations

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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.

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Maintain data consistency across the integrated Talent tech ecosystem.

AI Use Cases

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Run feasibility studies on HR processes, define AI use cases and success metrics, and validate outcomes after deployment.

Talent Analytics, BI & Analytics Platforms

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Translate business questions into BI requirements; define metric logic, data sources, and validation approach for dashboards in Tableau, Power BI, Looker Studio, or similar.

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Define what People data needs to flow into Analytics Platforms/data warehouses (e.g., BigQuery) and why — partnering with Data/BI teams on extraction, structure, and validation rather than building the pipelines directly.

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Use SQL to validate and sanity-check data underlying both BI dashboards and Analytics Platform outputs.