People Operations Analyst

Renown-Health; Reno (NV); On-site; USD 70,000 - 95,000; Full time

Job summary

Renown Health in Reno, Nevada seeks an HRIS & Learning Management System (LMS) Analyst to support People Services. You will analyze HRIS data, develop reports, and provide recommendations to inform workforce decisions, compliance reporting, and process improvement.

You’ll serve as the LMS administrator, collaborate with content owners, validate data, and support HR programs with testing, documentation, and cross-functional project work.

Qualifications

• Bachelor’s degree in human resources or closely related field, or equivalent experience, required.
• Minimum three years’ experience in human resources, or related field, in a professional level position including experience working with HRIS, compliance, or learning management systems.
• PHR certification or SHRM-CP preferred.
• Must be proficient with Microsoft Office Suite and able to navigate online learning requirements, policies, and enrollment.

Responsibilities

• Serve as HRIS technical resource; analyze inquiries, document requirements, and recommend enhancements.
• Analyze workforce data, validate sources, identify trends, and prepare required reporting (EEO-1, VETS-4212, Pay Data reporting).
• Develop and maintain recurring and ad hoc HR reports; communicate insights to HR leaders.
• Act as LMS administrator; evaluate requirements, assign learning populations, and analyze LMS data.
• Extract, reconcile, and analyze data; collaborate with IT/EDA to improve data integrity and reporting.

Skills

Data analysis

HRIS knowledge

LMS administration

Attention to detail

Education

Bachelor’s degree in HR or related field

PHR or SHRM-CP preferred

Tools

Microsoft Excel

Microsoft Outlook

PowerPoint

Word

Teams

Job description

Full Time - Eligible for Benefits , Day , 8:00 am-5:00 pm

Clerical & Administrative Support

Posted 10/14/2026

Biweekly Hours: 80

Position Purpose

This role supports People Services by independently evaluating HRIS data and reporting options; collecting, validating, analyzing, and interpreting HR data; and developing actionable recommendations to inform operational decisions, compliance reporting, and process improvement. The position develops and maintains recurring and ad hoc reports, identifies trends and data issues, and provides recommendations to HR leaders and partners. The role also serves as the associate Learning Management System administrator and a technical resource for HR systems, contributing analytical support, documentation, testing, and subject matter expertise to HR programs, system enhancements, and cross-functional projects.

Nature and Scope

The role’s key responsibilities include, but are not limited to:

Serves as an HRIS technical resource; analyzes system inquiries and recurring issues, evaluates data and integration impacts, documents requirements, and recommends enhancements or corrective actions.

Analyzes workforce and compliance data, validates source information, identifies discrepancies and trends, and prepares required reporting, including EEO-1, VETS-4212, and California Pay Data reporting.

Conducts research, recommends best practices, and analyzes data on assigned projects that will be used for decision-making by management. Collaborates with management and others identified as subject matter experts to gather information and best practices.

Applies critical thinking and analytical methods to interpret data, trends, variances, and metrics; summarizes findings and develops recommendations for management consideration.

Serves as the associate Learning Management System administrator; partners with content owners and subject matter experts to independently evaluate requirements and determine appropriate student populations and learning assignments. Analyzes LMS data, develops reports and investigates recurring issues.

Analyzes unemployment claims and quarterly billing to identify trends, discrepancies, and compliance risks Prepares accurate claim data for Human Resources Business Partners, supports appeals, and recommends disputes or corrective action when charges are inconsistent with organizational records.

May train new team members

Fosters an environment of continuous improvement and innovation, collaborating with cross-functional teams to implement innovative solutions and best practices.

Extract, reconcile, and analyze data; develop audit reports and metrics; identify root causes of data issues; and partners with IT and EDA teams to improve data integrity and reporting solutions.

Provides analytical and project support for HR programs and processes, including gathering requirements, baseline and outcome measurement, testing, documentation, and evaluation of effectiveness.

This position does not provide patient care

Disclaimer

The foregoing description is not intended to be, and should not be construed as, an exhaustive list of all responsibilities, skills, efforts, or working conditions associated with the job. It is intended to be an accurate reflection of the general nature and level of the job.

Minimum Qualifications
Requirements - Required and/or Preferred

Name

Description

Education:

Ability to read, write, speak, and understand English sufficiently to perform job duties safely and effectively. Bachelor’s degree in human resources or closely related field, or equivalent experience, required.

Experience:

Minimum three years’ experience in human resources, or related field, in a professional level position including experience working with HRIS, compliance, or learning management systems.

License(s):

None

Certification(s):

Professional in Human Resources (PHR) certification issued by HRCI, or SHRM-CP issued by SHRM preferred.

Computer / Typing:

Must be proficient with Microsoft Office Suite, including Outlook, PowerPoint, Excel, Teams, and Word and have the ability to use the computer to complete online learning requirements for job-specific competencies, access online forms and policies, complete online benefits enrollment, etc.

Actual salary offered may vary based on multiple factors, including but not limited to, an individual's location and their knowledge, skills, and experience as well as internal equity.