HR Operations Analyst

UPMC; Pittsburgh (Allegheny County); Hybrid; USD 70,000 - 90,000; Full time

Job summary

UPMC is hiring an HR Operations Analyst to join the team. This regular, full-time role offers flexible, hybrid work arrangements, supporting governance, compliance, and operational efficiency within Human Resources.

The analyst partners with HR Centers of Excellence, Shared Services, Finance, Compliance, Legal, Internal Audit, and leaders to drive consistency, risk management, and performance metrics across HR programs.

Responsibilities

• Support HR governance frameworks, operating standards, and decision-making processes.
• Coordinate policy development, review, maintenance, and governance processes with stakeholders.
• Support HR compliance activities related to regulatory requirements, accreditation standards, and employment obligations; monitor controls and assist in risk mitigation.
• Assist in HR budget planning, expense tracking, forecasting, and financial reporting; monitor operational expenditures.
• Collect, analyze, and interpret workforce and HR data to support decision-making and improvements; develop dashboards and reports.
• Plan, coordinate, and implement strategic HR and operational initiatives; prepare schedules and executive summaries.
• Collaborate with HR Business Partners, Centers of Excellence, Shared Services, Finance, Compliance, Legal, Internal Audit, and leaders to resolve challenges and improve governance outcomes.

Job description

We’re hiring an HR Operations Analyst to join the UPMC team! This is a regular, full-time position that offers flexible, hybrid work arrangements.

The HR Operations Analyst is responsible for supporting the governance, compliance, operational effectiveness, and financial stewardship activities of the Human Resources function. This role serves as a key contributor in ensuring HR policies, procedures, controls, and operational processes are effectively designed, implemented, monitored, and continuously improved to support organizational objectives. The position provides analytical, project management, and operational support across HR functions by leveraging data, governance practices, risk management principles, and performance metrics to drive consistency, efficiency, compliance, and accountability. The HR Operations Analyst partners closely with HR Centers of Excellence, HR Shared Services, Finance, Compliance, Legal, Internal Audit, and operational leaders to strengthen HR effectiveness and support strategic decision‑making.

Responsibilities:

• HR Governance and Operational Effectiveness: Support the administration and continuous improvement of HR governance frameworks, operating standards, and decision‑making processes. Coordinate governance meetings, maintain documentation, track action items, and monitor progress against established objectives. Evaluate HR processes, programs, and services to identify opportunities to improve efficiency, quality, service delivery, and employee experience. Develop and maintain process maps, standard operating procedures, workflows, and operational documentation. Monitor operational performance measures and key performance indicators (KPIs) and provide recommendations to leadership.
• Policy and Procedure Management: Coordinate the development, review, maintenance, and communication of HR policies, procedures, and operational guidelines. Establish and maintain policy governance processes, including review schedules, stakeholder approvals, and version control. Ensure procedures align with applicable policies, regulatory requirements, and operational needs. Conduct periodic assessments of policy effectiveness and recommend revisions based on regulatory changes, business needs, or identified risks. Partner with HR subject matter experts to standardize practices and ensure consistent interpretation and application of policies across the enterprise.
• Compliance and Risk Management: Support HR compliance activities related to regulatory requirements, accreditation standards, organizational policies, and employment‑related obligations. Monitor compliance controls and assist in identifying areas of risk exposure within HR programs and processes. Coordinate internal and external audits, assessments, and requests for documentation. Track audit findings, corrective actions, and remediation plans to ensure timely resolution. Maintain documentation and records necessary to support audit readiness and regulatory compliance. Analyze trends and compliance metrics to identify emerging risks and improvement opportunities.
• Financial Stewardship and Operational Controls: Support HR budget planning, expense tracking, forecasting, and financial reporting activities. Monitor HR operational expenditures and identify opportunities for cost containment, operational efficiency, and resource optimization. Assist with vendor management activities, including invoice review, contract tracking, and performance monitoring. Prepare analyses and reports related to HR operational costs, workforce investments, and program effectiveness. Partner with Finance to monitor budget performance and support informed financial decision‑making.
• Analytics and Reporting: Collect, analyze, and interpret workforce and operational data to support decision‑making and continuous improvement. Develop dashboards, scorecards, reports, and presentations to communicate operational, compliance, financial, and governance outcomes. Monitor trends and performance metrics and provide actionable recommendations to leadership. Ensure the accuracy, integrity, and reliability of HR data, reporting, and operational measures.
• Project Management and Strategic Initiatives: Support the planning, coordination, and implementation of strategic HR and operational initiatives. Develop project schedules, status reports, presentations, and executive summaries. Coordinate cross‑functional project activities, risks, issues, and stakeholder communications. Assist in evaluating the effectiveness of initiatives through defined success measures and operational outcomes.
• Stakeholder Collaboration: Partner with HR Business Partners, Centers of Excellence, Shared Services, Finance, Compliance, Legal, Internal Audit, and business leaders. Facilitate collaboration among stakeholders to resolve operational challenges and improve governance outcomes.