People Operations Analyst - 12 Month FTC

PIMCO•Newport Beach, CA

1d•$36 - $39

About The Position

The People Operations Analyst is an early-career role for someone interested in helping build the future of People Operations. The Analyst will deliver accurate, responsive and employee-centered HR services while using technology, data, knowledge and continuous improvement practices to make those services simpler, more scalable and easier to navigate. This role combines hands-on operational delivery with future-focused problem solving. The Analyst will support employee inquiries and lifecycle processes, identify recurring issues and friction, partner with subject matter experts to clarify rules and exceptions, and help translate operational needs into improved processes, knowledge, self-service and responsible AI or automation use cases. Success requires strong attention to detail, sound judgment, curiosity and a willingness to learn. The ideal candidate can operate within established controls while also asking thoughtful questions, navigating ambiguity and contributing ideas that improve the employee experience and the way People Operations delivers its work.

Requirements

Bachelor's degree or equivalent experience in human resources, business, information systems, analytics, operations, psychology or another relevant field.
Strong attention to detail and commitment to accurate, high-quality work.
Demonstrated curiosity about technology, AI, automation or new ways of working, including the ability to learn unfamiliar tools quickly.
Structured problem-solving skills and the ability to break an unclear issue into manageable questions and next steps.
Clear written and verbal communication skills, with the ability to explain information simply and adapt to different audiences.
Sound judgment, discretion and respect for confidential and sensitive information.
Service orientation, and empathy for employees and managers navigating HR processes.
Ability to organize competing priorities, roll up your sleeves type, follow through on commitments and work effectively in a fast-paced environment.
Ability to collaborate with colleagues from different areas of expertise and incorporate feedback.

Nice To Haves

Experience in HR operations, shared services, customer service, business operations, process improvement, analytics or a technology-enabled service environment.
Exposure to HR platforms or workflow tools such as , ServiceNow, case management, knowledge management or reporting solutions.
Experience using generative AI, automation, data or digital tools to improve a project, service, workflow or user experience.
Coursework, projects, internships or extracurricular experience spanning both people or service topics and technology, analytics or process design.
Experience creating clear guidance, documenting a process, analyzing recurring issues or working with a subject matter expert.

Responsibilities

Respond to employee and manager inquiries with empathy, accuracy and appropriate urgency across HR policies, processes and programs.
Manage cases through the HR service management platform, document actions clearly and support delivery against service expectation
Research issues, distinguish routine questions from exceptions and escalate sensitive or higher-risk matters appropriately.
Look beyond case closure to understand the employee need, remove confusion where possible and create a consistent service experience.
Execute and coordinate core employee lifecycle activities, including onboarding, transfers, mobility, changes and offboarding.
Complete HR transactions and documentation accurately, maintaining data integrity, confidentiality, compliance and audit-ready records.
Coordinate across People Operations, HR Business Partners, Subject Matter Experts, and other partners to support timely outcomes.
Identify unclear handoffs, recurring delays or process gaps and raise practical recommendations for improvement.
Use approved AI and digital tools to support research, drafting, summarization, analysis and operational delivery, with appropriate human review.
Identify repetitive, manual or high-friction activities that may benefit from standardization, self-service, automation or AI enablement.
Help define practical use cases by documenting the business problem, users, process, required data, risks, controls and desired outcome.
Participate in testing new tools and workflows, document findings and provide clear feedback on accuracy, usability and employee impact.
Apply sound judgment regarding confidential information, data quality, bias, accuracy and when human or subject matter expert review is required.
Stay curious about emerging tools and share relevant, practical ideas that could improve People Operations.
Review workflows, case themes, employee feedback and available service data to identify root causes and improvement opportunities.
Map current processes, clarify decision points and exceptions, and help design simpler and more consistent ways of working.
Contribute to process documentation, standard operating procedures, controls and measurement approaches.
Support implementation of improvements and assess whether changes reduced effort, improved quality or created a better employee experience.
Create, update and maintain clear, accurate and accessible knowledge articles for employees, managers and HR colleagues.
Partner with subject matter experts to translate policies and specialist knowledge into practical guidance, decision logic and employee-friendly content.
Identify knowledge gaps based on recurring inquiries and recommend content or self-service improvements.
Help ensure knowledge remains current, consistent across channels and aligned with global standards and regional requirements.
Build effective working relationships across People Operations and with HR and business partners.
Approach unfamiliar or ambiguous situations by gathering facts, identifying what is known and unknown, assessing risk and proposing a path forward.
Engage subject matter experts with focused questions and relevant context rather than simply passing work to another team.
Balance employee experience, consistency, speed, risk and practicality when evaluating options.
Know when to act independently, when to seek guidance and when escalation is required.
Consider the employee and manager experience at each stage of a process, including the clarity, accessibility and tone of communications.
Listen for signals of confusion or frustration and use them to improve processes, knowledge and service delivery.
Communicate clearly and professionally, including when an answer is not immediate or a request cannot be fulfilled as expected.
Contribute to a service culture grounded in ownership, responsiveness, respect and continuous improvement.