HR Ops Analyst I: Process, Data & Dashboards

Summit Utilities, Inc.; Little Rock (AR); Hybrid; USD 55,000 - 85,000; Full time

Benefits offered by this job

Medical Benefits

Dental Benefits

Vision Benefits

Equal Opportunity Employer

Job summary

Summit Utilities, Inc. is seeking an HR Operations Analyst I (SGL15) to strengthen HR effectiveness by improving core processes, reporting, and knowledge management. The role supports HR’s operational foundation with documentation, workflows, and cross-functional coordination.

Under the Director of HR Operations, you will help HR Operations, Recruiting, Talent, and HRBPs work from shared processes, reliable data, and consistent practices, aiming to optimize efficiency and data accuracy.

Qualifications

• Bachelor’s degree or equivalent experience preferred in HR/Business/Data fields.
• 3-4 years of experience in HR Operations, People Analytics, Talent Operations, or related HR roles.
• Advanced Excel, Power Query and Power BI experience strongly preferred.
• Experience developing dashboards, reports, SOPs, or workflow maps.
• Strong communication skills with cross-functional stakeholders.
• Ability to manage multiple priorities with discretion and accuracy.

Responsibilities

• Core HR Process Optimization: Review, document, refine, and standardize core HR processes across the employee lifecycle.
• Identify process gaps, risks, duplications, and handoff issues; recommend practical improvements.
• Build clear handoffs between HR Operations, Recruiting, Talent, HRBPs, Payroll, Benefits, and HRIS-related stakeholders.
• Maintain HR SOPs, workflow maps, manager-facing guides, and policy enablement resources.
• Identify opportunities for automation, simplification, and greater process consistency.
• Support data accuracy, process governance, and effective downstream workflows.
• Workforce Insights & Reporting: Develop recurring and ad hoc dashboards, reports, and analysis using Excel, Power Query, and Power BI.
• Analyze workforce trends related to headcount, turnover, onboarding, compensation, performance, learning, and compliance.
• Validate data, identify inconsistencies, and partner with stakeholders to resolve data quality issues.
• Transform HR data into clear narratives, operational insights, and practical recommendations.
• Create reusable templates and repeatable reporting processes to reduce manual effort and improve consistency.
• Support compliance, audit, rate case, workforce planning, and business reporting needs.
• Cross-Functional Workflow Coordination: Serve as a connector between HR Operations, Recruiting, Talent, HRBPs, Payroll, Benefits, and HRIS-related stakeholders.
• Support cross-functional HR projects through structured workflows, documentation, tracking, and reporting.
• Clarify roles, responsibilities, decision points, and handoffs to reduce ambiguity across teams.
• Document current state, identify gaps, and support future-state workflow design.
• Knowledge Management & Enablement: Develop toolkits, FAQs, templates, reference guides, process overviews, and manager-facing resources.
• Maintain centralized HR process documentation.
• Support version control and regular reviews for HR resources, SOPs, and process documentation.
• Translate new HR initiatives into clear, repeatable processes and practical guidance.
• Ensure materials use plain language and support a consistent manager and employee experience.

Skills

Excel

Power Query

Power BI

HR Analytics

Dashboards

Education

Bachelor’s degree in HR, Business Admin, Data Analytics, Organizational Development, or related field

3-4 years of experience in HR Operations, People Analytics, Talent Operations, or related HR roles

Tools

Power BI

Job description

Summit Utilities, Inc. is seeking an HR Operations Analyst I (SGL15) to strengthen HR effectiveness by improving core processes, reporting, and knowledge management. The role supports HR’s operational foundation with documentation, workflows, and cross-functional coordination.

Under the Director of HR Operations, you will help HR Operations, Recruiting, Talent, and HRBPs work from shared processes, reliable data, and consistent practices, aiming to optimize efficiency and data accuracy.