IT Business Analyst – Automotive
Position Information
mandatory hands-on After-Sales (Service & Spare Parts) system experience
Role Purpose
The IT Business Analyst (Automotive) acts as the bridge between automotive operations and
technology delivery.
This role ensures that dealership business processes— across Service, Spare Parts and
Operations—are clearly defined, audit-ready, and aligned with industry best practices, while
being scalable across current and future markets.
The role plays a critical part in the ERPNext/DMS implementation, and guiding the business
toward standardized, efficient, and technology-enabled dealership operations.
Key Responsibilities
1 - Business Requirements & Process Excellence
requirements for ERPNext/DMS and future digital initiatives.
After-Sales (Service, Workshop & Spare Parts).
2 - Automotive Domain Leadership
theoretical workflows.
practices or scalability.• Actively guide ERPNext/DMS configuration decisions based on dealership standards.
3 - Audit, Governance & Compliance
audit-ready.
4 - IT–Business Engagement
5 - Solution Delivery Support
are delivered as intended.
6 - Continuous Improvement & Digital Roadmap
lens.
Qualifications & Experience
environment.
Parts) operations, including process design and systems support for warranty, job
cards, technician scheduling, parts inventory, and customer service workflows. This
is a specific gap the role is intended to close and candidates without demonstrable
After-Sales exposure will not be considered.
Soft Skills & Competencies
Why This Role Matters
This role is central to ensuring that our automotive digital platforms are built on proven
dealership industry standards, not adapted ad-hoc processes.
By combining deep automotive domain expertise with disciplined business analysis, the IT
Business Analyst ensures that ERPNext/DMS and future systems are:

We revolutionize how talent finds meaningful careers by harnessing the power of data and automation. Our platform utilizes LLMs to parse resumes and reconstruct queries, transforming unstructured data into actionable insights. This enables us to build robust data moats, such as creating 'Private Talent Pools' for recruiters where autonomous agents enrich candidate profiles.
By automating high-volume recruiting workflows, we reduce the marginal cost of work to zero. Agents match profiles to job descriptions, find contact information, and send personalized messages and schedule interviews automatically, significantly decreasing the time to close. Additionally, we transcribe the interviews and make the data searchable, making hiring decisions more objective.
We drive confidence by raising the quality bar for job seekers. We automate technical exercises such as coding tests, evaluate candidates on merit, providing recruiters with pass/fail scores and qualitative feedback.
We also provide Exclusive or Retained Recruitment services, offering specialized recruitment with no upfront cost or a retained model with a partial fee, ensuring exclusivity and dedicated support throughout the hiring process.
Our Fractional Head of People and HR Advisory services offer flexible, strategic support through part-time or interim roles, as well as comprehensive advisory services to guide crucial HR decision-making.
Lastly, our HR Due Diligence process provides thorough insights into the HR frameworks of target companies, helping mitigate risks across the board.
How do you envision the future of recruiting with the integration of such advanced technologies?