HR Process Improvement Analyst

University of Utah Health•Salt Lake City, UT

About The Position

The HR Process Improvement Analyst evaluates, designs, implements, and optimizes HR processes and services. The role partners across HR and with operational stakeholders to identify inefficiencies, reduce manual work, strengthen controls, improve data quality, and enhance the employee and stakeholder experience. It applies process improvement, data analysis, project coordination, documentation, and technology enablement to turn operational needs into sustainable solutions. The analyst may also maintain assigned HR operational processes while supporting their stabilization, redesign, or transition to a long-term owner. University of Utah Health is an integrated academic healthcare system with five hospitals, including a level 1 trauma center; eleven community health centers; more than 1,600 providers; and a health plan serving over 200,000 members. It includes schools and colleges providing education and training for over 1,250 providers annually, has more than 2 million patient visits annually, and receives research grants exceeding $350 million. University of Utah Hospitals and Clinics represents the system's clinical operations. The position supports process improvement and operational excellence, performance measurement, project implementation, HR technology and automation, process documentation and governance, cross-functional consultation, and ongoing HR operational process support and transition.

Requirements

Bachelor's degree in Human Resources, Business Administration, Operations, Information Systems, Data Analytics, Organizational Development, or a related field, or an equivalent combination of education and experience.
Four years of applicable experience in HR operations, business analysis, process improvement, project coordination, systems support, data analysis, or a related field.
Demonstrated experience analyzing processes, documenting workflows or requirements, and supporting implementation of operational improvements.
Knowledge of process improvement, business analysis, project management, change management, and operational excellence principles.
Ability to evaluate complex workflows, identify root causes, design future-state processes, and translate findings into actionable recommendations.
Strong analytical skills, including the ability to validate data, identify trends and exceptions, and communicate meaningful conclusions.
Proficiency with Microsoft Excel, Word, PowerPoint, Visio or comparable process-mapping tools, and reporting or database tools.
Ability to gather and document business requirements and support system configuration, integration, workflow, and user acceptance testing activities.
Strong written, verbal, facilitation, and presentation skills, including communicating with technical and nontechnical audiences.
Ability to manage multiple priorities, organize work independently, meet deadlines, and maintain attention to detail in a changing environment.
Ability to build collaborative relationships, navigate cross-functional work, and influence outcomes without direct authority.
Customer service orientation and commitment to improving the employee and stakeholder experience.
Ability to handle sensitive employee and organizational information with discretion.

Nice To Haves

Experience supporting HR, benefits, payroll, employee experience, shared services, or high-volume administrative operations.
Experience with PeopleSoft or another HRIS, workflow automation, data visualization, reporting, or process-mapping tools.
Experience leading cross-functional improvement initiatives and supporting system or process implementations.

Responsibilities

Analyze HR workflows to identify inefficiencies, bottlenecks, control gaps, service challenges, and opportunities for standardization or automation.
Facilitate process mapping, root cause analysis, requirements gathering, and future-state design with process owners and subject matter experts.
Develop recommendations that balance employee experience, operational capacity, compliance, risk, technology, and stakeholder needs.
Create implementation plans and support adoption, stabilization, and continuous improvement of redesigned processes.
Establish success measures and monitor whether improvements achieve intended operational outcomes.
Collect, validate, and analyze operational data to identify patterns, recurring issues, workload drivers, and improvement opportunities.
Develop reports, dashboards, scorecards, and business summaries to communicate findings and support decision-making.
Evaluate process performance, service levels, error trends, risks, and resource impacts using quantitative and qualitative information.
Track project benefits and operational results, including timeliness, accuracy, quality, capacity, and stakeholder experience.
Lead or coordinate small-to-medium process improvement initiatives from discovery through implementation and sustainment.
Develop project plans, milestones, issue logs, decision records, testing plans, and status updates appropriate to initiative scope.
Coordinate stakeholders, clarify ownership, manage dependencies, and escalate risks or decisions as needed.
Support change readiness with communications, training materials, job aids, and implementation support.
Identify opportunities to use HR technology, workflow tools, reporting, integrations, and automation to reduce manual effort and improve accuracy.
Partner with HRIS, technology teams, vendors, and functional owners to define business requirements and translate operational needs into system or workflow enhancements.
Coordinate or perform user acceptance testing, document results, validate data and process outcomes, and support issue resolution.
Develop and maintain standard operating procedures, process maps, job aids, templates, role documentation, and control documentation.
Help establish consistent process ownership, handoffs, escalation paths, and review cycles.
Assess operational risks and recommend preventive or detective controls to improve accuracy, consistency, and accountability.
Support audit readiness by providing process documentation, data, and evidence when requested.
Build effective relationships with HR teams and partners across Payroll, HRIS, Finance, Information Technology, operational departments, and external vendors.
Facilitate discussions to clarify problems, align stakeholders, evaluate options, and advance improvement work toward decisions and implementation.
Explain complex processes, data, and recommendations clearly to technical, operational, employee, and leadership audiences.
Provide analytical and process consultation for strategic planning, service delivery, and organizational improvement priorities.
Support assigned HR operational processes through monitoring, reconciliation, issue resolution, stakeholder communication, and documentation.
Identify opportunities to stabilize, simplify, or transition assigned processes while maintaining service continuity and appropriate controls.
Work with current and future process owners to document responsibilities, transfer knowledge, and support successful operational handoffs.