Sr Project Analyst (Talent and Performance Enablement)

Citizens•Johnston, RI

About The Position

As the Senior Project Analyst, the incumbent is responsible for providing analytical support and coordination for projects within an organization’s corporate departments. Their role involves assisting in project planning, monitoring project progress, and conducting data analysis to support decision-making. They collaborate with cross functional teams and stakeholders to gather requirements and ensure project success. They maintain project documentation, track project metrics, and prepare reports for project status updates. Additionally, they contribute to process improvement initiatives and support the implementation of best practices within corporate functions.

Requirements

Experience working with data in a professional environment, with demonstrated attention to detail, accuracy, and quality control.
Proven ability to handle sensitive or confidential information with discretion, sound judgment, and integrity.
Strong analytical and problem‑solving skills, including the ability to identify errors, ask thoughtful questions, and understand how data connects to broader business processes.
Strong Excel skills (e.g., pivot tables, formulas).
Experience using enterprise systems, databases, or tools to enter, extract, validate, or report data (HR systems, ERP platforms, or similar).
Clear written and verbal communication skills, with the ability to explain data, issues, or processes to a variety of stakeholders.
Demonstrated ability to manage multiple deadlines and cyclical deliverables in a structured, fast‑moving environment.
Comfort working within established processes while also identifying opportunities for improvement and standardization.
Strong collaboration and relationship‑management skills; able to partner effectively with technical and non‑technical teams.

Nice To Haves

Experience supporting HR, Talent, Performance Management, or Workforce Planning processes.
Familiarity with Oracle, MCI, or similar HRIS / talent management platforms.
Strong PowerPoint skills (e.g., data visualization, slide structuring).
Experience participating in system testing, upgrades, or user acceptance testing (UAT).
Ability to move beyond data extraction to analyze trends, synthesize insights, and help shape draft narratives or slides for leadership audiences.
Experience supporting executive‑level or Board‑level reporting.
Demonstrated curiosity and continuous‑improvement mindset, with examples of simplifying or improving existing processes.

Responsibilities

Serve as a trusted steward of highly confidential performance, talent, and succession data, ensuring exceptional accuracy, data integrity, and discretion when working with senior leader and executive‑level information.
Execute end‑to‑end data management for Performance Enablement and Talent processes, including extracting, validating, reconciling, and maintaining data within Oracle/MCI systems.
Produce recurring and time‑sensitive reports (e.g., weekly and daily completion tracking, succession trackers, readiness and population data) to support annual and cyclical performance and talent activities.
Act as the primary operational liaison between the Talent/PE team and HR Technology, communicating system needs, supporting configuration, and ensuring business requirements are clearly understood.
Perform user acceptance testing (UAT) and validation for quarterly Oracle/MCI releases and system changes across performance, goal setting, talent review, and succession modules; document issues and partner with HR Technology on resolution.
Support preparation for executive, ExCo, and Board‑level materials by organizing and validating data and, where capable, identifying trends, risks, and insights to inform initial storylines and slides.
Monitor shared mailboxes, intake channels, and stakeholder requests; respond to questions with clarity while reinforcing standardized processes, timelines, and expectations.
Maintain detailed process documentation, calendars, trackers, and testing artifacts to ensure continuity, auditability, and smooth execution of annual talent and performance cycles.
Apply critical thinking to identify opportunities to streamline reporting, simplify processes, reduce manual effort, and improve the overall experience for HR partners and stakeholders.
Build strong working relationships across HR, HR Technology, Analytics, and Talent teams through clear communication, reliability, and proactive problem‑solving