Analyst, HRIS Training

Position Summary:

The Analyst, HRIS Training drives successful user adoption and readiness of HR technology platforms, including but not limited to Workday and ServiceNow HR Service Delivery (HRSD), mostly across the People Function. This role leverages data, AI-powered tools and adult learning principles to design, deliver and continuously improve training that enables colleagues to use People systems confidently and effectively. 

The role bridges HR processes, HR technology and colleague capability by partnering with Global Process Owners, HRIS Operations, HR Operations and HR Shared Services to translate system changes, business requirements and operational processes into targeted learning solutions, readiness programs and performance support. 

The ideal candidate combines HR process knowledge, instructional design expertise, AI-enabled content development, system proficiency and strong facilitation skills to support successful HR technology adoption in a global environment. 

Duties and Responsibilities:

1.     Needs Analysis & Stakeholder Partnership 

• Conduct structured training needs analysis driven by process changes, system enhancements, new implementations, performance gaps and operational requirements, using available data and analytics to identify patterns and priorities. 
• Partner with Global Process Owners, HRIS Operations, HR Operations and HR Shared Services to understand business objectives, user journeys, pain points and change impacts. 
• Identify risks to adoption or performance and recommend targeted learning interventions. 
• Use AI and reporting tools to analyze usage, support tickets and learner feedback to refine needs analysis and prioritize initiatives. 

2.     Design

• Apply adult learning principles to define learning outcomes and performance objectives aligned with role, region and learner segment 
• Design and develop instructor-led, virtual and self-paced learning programs based on identified gaps, operational objectives based on the overall learning strategy. 
• Translate HR processes and system functionalities into clear, learner-friendly training content that leverages AI tools for drafting and tailoring materials, including quick reference guides, “how-to” videos, e-learning modules and microlearning, system simulations and practice exercises, knowledge checks, assessments and certification materials aligning with the Firm’s visual identity. 
• Ensure all training content is accurate, reflects current system configuration, business processes and controls, and is updated in line with releases and enhancements. 
• Implement new training methods and modalities using approved technologies, authoring tools and AI capabilities to drive continuous improvement and scalability. 

3.     Development 

• Deliver scheduled instructor-led training (in-person, virtual or hybrid) on People technology systems and applications for audiences of varying role, size and seniority. 
• Facilitate Firm-wide/Function-wide training initiatives, including informational sessions, demos, workshops, roadshows, Train-the-Trainer sessions and knowledge transfer sessions. 
• Apply adult learning techniques in delivery (interaction, practice, reinforcement and real-world scenarios) to maximize engagement and retention. 
• Adapt delivery approach based on audience feedback, cultural context and learner needs. 
• Publish, assign and maintain digital courses and learning paths in the Firm’s Learning Management System(s) 

4.     Logistics 

• Manage training communications and invitations, enrollment and scheduling to ensure learners can register and access digital content and resources on time. 
• Develop and maintain training records, including class schedules, and attendance trackers using the Firm’s Learning Management System and standard reporting. 
• Coordinate with stakeholders and support teams ensuring training environments, test data and system access are in place, when needed.  
• Communicate and report attendance, completion rates and participation metrics to relevant stakeholders. 

5.     Evaluation, Reporting and Support 

• Design and administer formative and summative evaluations to measure learning effectiveness, behavior change and impact on key performance indicators. 
• Apply established evaluation models (for example, Kirkpatrick or similar) to assess and report on the effectiveness of learning programs across the training lifecycle 
• Use data, and AI-enabled analytics to identify trends, knowledge gaps and improvement opportunities, and to refine content, delivery methods and support materials. 
• Provide post-training support to learners through phone, chat and remote access, escalating issues requiring second-tier support or technical remediation as appropriate. 
• Contribute to and maintain an up-to-date knowledge base and self-service resources to reduce repetitive inquiries and enhance user self-sufficiency. 

• Participate in and lead special projects and tasks as assigned by the HRIS Training Manager, including change initiatives, pilots, testing and global rollouts.

This role reports to

Equal Opportunities

White & Case is committed to creating a fair workplace. It is our Firm’s policy to recruit, employ, train, compensate, and promote without regard to race, religion, creed, national origin, age, gender, sexual orientation, marital status, military or veteran status, disability, genetic information, or any other category protected by applicable law.
 
If you require assistance and/or adjustment to participate in our application and/or interview process, please email us. We will be happy to work with you.

The Firm may modify and amend any job description at any time in its sole discretion. Nothing herein creates a contract of employment or otherwise modifies the at-will nature of employment.

The above is only a general description of the essential duties associated with this position and does not represent an exhaustive or comprehensive list of all duties.

Note to Recruitment Agencies

Our internal Recruitment team manages all aspects of lateral hiring. All agencies must have signed terms of business—specific to the relevant office—before submitting any candidates. CVs or applications sent directly to White & Case partners or employees will also not be considered formal introductions. If you have questions, please contact the relevant Recruitment team. We work with our preferred suppliers when engaging agencies.