HR Process Improvement Analyst

University of Utah Health•SALT LAKE CITY, UT

4d•Onsite

About The Position

The HR Process Improvement Analyst analyzes and improves HR workflows, supports operational excellence, and helps implement process, technology, and service improvements. The role works with process owners and subject matter experts to map processes, identify root causes and control gaps, gather requirements, design future-state workflows, and develop practical recommendations that account for employee experience, operational capacity, compliance, risk, technology, and stakeholder needs. The analyst supports implementation, adoption, stabilization, and ongoing measurement of redesigned processes. The position collects and analyzes operational data; develops reports, dashboards, scorecards, and business summaries; and tracks outcomes such as timeliness, accuracy, quality, capacity, and stakeholder experience. It leads or coordinates small-to-medium improvement initiatives, including project planning, stakeholder coordination, testing, communications, training materials, and implementation support. The role also identifies opportunities for HR technology and automation, partners on system and workflow enhancements, and supports user acceptance testing and issue resolution. The analyst develops and maintains process documentation, standard operating procedures, job aids, templates, and control documentation; helps establish ownership, handoffs, escalation paths, and review cycles; and supports audit readiness. The position partners across HR, Payroll, HRIS, Finance, Information Technology, operational departments, and external vendors. It also supports assigned HR operational processes through monitoring, reconciliation, issue resolution, communication, documentation, and transitions to process owners. This is a regular, full-time, day-shift position at the Business Services Building in Salt Lake City, Utah. The listed schedule is Monday through Friday, 8:00 a.m. to 4:30 p.m.

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 the ability to communicate 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.

Responsibilities

Analyze current 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 practical recommendations and implementation plans, and support adoption, stabilization, and continuous improvement of redesigned processes.
Establish measures of success and monitor whether process 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, resource impacts, and project benefits.
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 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 process ownership, handoffs, escalation paths, and review cycles; assess operational risks and recommend controls.
Support audit readiness by providing process documentation, data, and evidence when requested.
Build relationships across HR, 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.
Communicate 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.
Help stabilize, simplify, or transition assigned processes while maintaining service continuity and appropriate controls.
Document responsibilities, transfer knowledge, and support successful operational handoffs with current and future process owners.