Analyst II - Employee Experience Analyst

HCA Healthcare - India; Hyderabad; On-site; INR 900,000 - 1,300,000; Full time

Job summary

HCA Healthcare - India is seeking an Employee Experience Analyst - Analyst II to support enterprise Performance Management and Employee Experience programs through data analysis, process administration, and stakeholder coordination.

The role requires hands-on PM experience, strong analytical skills, and the ability to manage deadline-driven activities across a global organization, with a focus on goal setting, reviews, communications, and program improvements.

Qualifications

• Bachelor's degree in HR, Organizational Development, Business, Psychology, Analytics, or related field; equivalent experience may be considered.
• Typically 4+ years of relevant experience in HR, Talent Management, Performance Management, Employee Experience, HR operations, or related field.
• Hands-on experience supporting Performance Management processes is required.

Responsibilities

• Independently support components of enterprise Performance Management processes including goal setting and year-end reviews.
• Coordinate timelines, communications, documentation, and stakeholder activities.
• Monitor completion and identify gaps, risks, or delays in performance cycles.
• Support employees, leaders, and HR partners with PM questions and issue resolution.
• Review and validate PM data to identify discrepancies and follow-up.

Skills

PM processes

Data analysis

Stakeholder mgmt

Excel proficiency

English comms

Process coordination

Education

Bachelor's degree in HR/Org Development/Business

Tools

Workday

Oracle

SuccessFactors

Job description

Job Description:

General Position Information

Reports directly to (Title): Sr Manager, Engagement and Development

Matrix reports to (Title): As applicable based on functional alignment

Direct Reports: None

India Position Level: Analyst II

Location: India

Travel: TBD

Shift Timing: 24/7 coverage ideal

Role Type: Individual Contributor

Position Summary

The Employee Experience Analyst - Analyst II supports enterprise Performance Management and Employee Experience programs through process administration, data analysis, stakeholder support, communications, and operational coordination.

A key focus of this role is supporting the effective execution of Performance Management processes, including goal setting, performance review cycles, employee and leader communications, process tracking, reporting, data validation, and issue resolution. The Analyst independently owns defined activities and workstreams and serves as a knowledgeable resource to employees, leaders, HR partners, and other stakeholders.

The role also supports broader Employee Experience and Engagement initiatives, which may include employee listening, engagement surveys, action planning, recognition, and related programs. Success requires prior hands‑on Performance Management experience, strong analytical and organizational skills, attention to detail, and the ability to coordinate complex, deadline‑driven processes across a global organization.

Responsibilities

Performance Management

• Independently support assigned components of enterprise Performance Management processes, including goal setting, mid-year activities, year-end reviews, and other recurring performance cycles.


• Coordinate process timelines, milestones, communications, documentation, and stakeholder activities.


• Monitor completion and participation throughout performance cycles and proactively identify gaps, risks, or delays.


• Support employees, leaders, and HR partners with Performance Management process questions and issue resolution.


• Review and validate Performance Management data to identify discrepancies, exceptions, and required follow-up.


• Develop and maintain process guides, job aids, FAQs, communications, trackers, and other supporting materials.


• Coordinate with HR, technology, and other partners to troubleshoot process or system-related issues.


• Support testing and implementation of Performance Management process or system enhancements.


• Identify opportunities to simplify and strengthen Performance Management processes and the employee and leader experience.

Employee Experience & Engagement

• Support employee engagement surveys, listening activities, pulse surveys, or other employee feedback mechanisms.


• Coordinate survey or program timelines, communications, participation tracking, and follow‑up activities.


• Prepare data, reports, and materials to help leaders understand employee feedback and experience trends.


• Support action‑planning processes and track follow‑through on identified priorities.


• Support employee recognition, engagement, and other experience‑related programs as assigned.


• Help maintain resources and documentation supporting a consistent employee experience.

Reporting, Analytics & Data Quality

• Prepare recurring reports, dashboards, trackers, and summaries for Performance Management and Employee Experience programs.


• Analyze participation, completion, response, or other program data to identify trends and potential areas requiring action.


• Validate data across systems and reporting sources and resolve discrepancies.


• Translate data into clear insights for program leaders and stakeholders.


• Maintain appropriate confidentiality and data‑handling standards when working with employee information.

Stakeholder & Operational Support

• Partner with Talent Management, HR, business leaders, and other stakeholders to support assigned programs and processes.


• Communicate status, risks, dependencies, and required actions clearly and proactively.


• Independently manage recurring deliverables and defined workstreams with limited day‑to‑day direction.


• Coordinate across teams and time zones to maintain continuity of service and program support.


• Escalate complex or sensitive issues appropriately while maintaining ownership through resolution.


• Support special projects and changing priorities within Performance & Engagement as needed.

Process Improvement

• Document current processes and maintain standard operating procedures.


• Identify recurring issues, manual work, or inefficient handoffs and recommend improvements.


• Support process standardization and automation where appropriate.


• Use stakeholder feedback and operational data to improve quality, consistency, and employee experience.


• Contribute to an operating environment focused on continuous improvement, accountability, and service.

Education & Experience

• Bachelor's degree in Human Resources, Organizational Development, Business, Psychology, Analytics, or a related field; equivalent relevant experience may be considered.


• Typically 4+ years of relevant experience in Human Resources, Talent Management, Performance Management, Employee Experience, HR operations, or a related field.


• Prior hands‑on experience supporting Performance Management processes is required.


• Experience supporting performance review cycles, goal‑setting processes, employee or leader communications, reporting, tracking, or related activities.


• Experience supporting employee engagement, employee listening, surveys, recognition, or other Employee Experience programs preferred.


• Experience managing recurring, deadline‑driven processes with multiple stakeholders.


• Experience working with global or U.S.-based stakeholders preferred.


• Global Capability Center or shared‑services experience preferred.

Must Have Skills

• Working knowledge of Performance Management processes and practices.


• Demonstrated experience supporting Performance Management cycles or related activities.


• Strong process‑management, organizational, and coordination skills.


• Strong analytical skills and ability to work with employee and program data.


• Strong attention to detail and data accuracy.


• Strong written and verbal English communication skills.


• Ability to independently manage defined workstreams and recurring deliverables.


• Strong stakeholder‑management and customer‑service skills.


• Ability to handle employee and leader questions professionally and appropriately.


• Strong problem‑solving skills and sound judgment when resolving process issues.


• Proficiency in Microsoft Excel, PowerPoint, and related productivity tools.


• Ability to work effectively across geographies and time zones.


• Ability to handle confidential employee information appropriately.

Nice To Have Skills

• Experience with Workday, Oracle, SuccessFactors, or another HRIS/performance‑management platform.


• Experience supporting employee engagement or listening surveys.


• Experience with survey platforms or employee‑listening technology.


• Experience creating dashboards or reports using Power BI, Tableau, or similar tools.


• Exposure to employee recognition or experience programs.


• Process‑improvement or workflow‑automation experience.


• Healthcare or other highly regulated industry experience.


• Global Capability Center or shared‑services experience.

Licenses, Certifications & Training

N/A

Knowledge, Skills, Abilities, Behaviors

• Demonstrates strong ownership and accountability for sensitive, deadline‑driven HR processes.


• Understands the importance of accuracy, confidentiality, and consistency in Performance Management activities.


• Uses sound judgment when responding to employee, leader, and HR partner questions.


• Communicates proactively and clearly across teams and organizational levels.


• Demonstrates curiosity and looks beyond individual transactions to identify underlying process issues.


• Builds strong working relationships and maintains a service‑oriented approach.


• Works independently while recognizing when an issue requires escalation.


• Adapts effectively to high‑volume periods associated with annual HR cycles.


• Identifies opportunities to improve both process efficiency and employee experience.


• Handles sensitive employee information with discretion and integrity.