Job Summary:

The Senior HR Business Process Improvement Analyst leads initiatives to analyze, optimize, and transform HR processes across the employee lifecycle. This role partners with HR Centers of Excellence, field HR teams, and cross-functional stakeholders (e.g., Finance, IT, Legal), and HRIS to identify inefficiencies, streamline workflows, implement technology-enabled solutions, and support a consistent, scalable employee experience across hourly, salaried, union, and non-union populations.

What you'll do:

Key Responsibilities:

Process Analysis & Design

Map current HR processes using tools such as Visio, Blueworks or Lucidchart; conduct time/motion, touchpoint, and pain point analysisLead root cause analysis to uncover underlying process issues across hire-to-retire workflowsDesign future-state processes leveraging lean, Six Sigma, or service design principles

 

Continuous Improvement

Build and manage the HR process design workshops and improvement projects aligned with enterprise prioritiesFacilitate process redesign workshops with HRBPs, field managers, and HR COEsStandardize processes where possible, while ensuring compliance with legal, fiscal, regulatory, statutory, jurisdictional, and collective bargaining agreements

 

Technology Enablement

Partner with HRIS, IT, and HR systems teams to automate workflows and enable self-serviceTranslate business needs into system and data requirements (e.g., Oracle, Workday, UKG Pro, CornerStone, iCIMS)Participate in user testing, change management, and rollouts for new tools or enhancements

Automation & AI-Driven Process Design

Identify opportunities to automate manual and repetitive HR processes using existing tools (e.g., UKG workflows, Ivanti cases, SuccessFactors process chains)Partner with HRIS and IT to pilot AI-driven capabilities such as intelligent document recognition, sentiment analysis on case data, or predictive modeling for SLA breachesUse process mining tools and system logs to detect automation candidates, inefficiencies, and exception patternsCollaborate on RPA (Robotic Process Automation) design to streamline high-volume tasks in areas such as onboarding, offboarding, and leave managementIncorporate AI-enabled decision points into future-state process maps, ensuring human-in-the-loop design where appropriateStay current on emerging technologies (e.g., generative AI in HR workflows) and recommend practical applications in support of business outcomes

Data & Insights

Define and track process KPIs (e.g., turnaround time, cost per transaction, employee effort)Analyze process and case data (e.g., from Ivanti or Salesforce) to identify trends and improvement opportunitiesPrepare executive-ready findings, recommendations, and business casesGovernance & CollaborationSupport the creation and enforcement of global HR process standards, documentation, and controlsMaintain a central repository of process documentation and version control (HR Process Taxonomy)Act as a thought partner to HR COEs in designing scalable programs (e.g., Recruiting, onboarding, Benefits delivery)

Qualifications

5+ years in HR operations, business process improvement, or HR transformation rolesExperience creating BPMN (Business Process Model and Notation)Experience supporting field-heavy organizations with both hourly and salaried populationsDemonstrated success leading cross-functional process improvement effortsProficient in process mapping, Lean/Six Sigma tools, and HR systems (e.g., UKG, Workday, Oracle, Cornerstone, SAP SuccessFactors, iCIMS)Strong analytical and project management skillsExcellent communication and facilitation abilities across all levels of the organization

 

Preferred:

Knowledge of Oracle Journeys and or Workday Business Process FrameworkKnowledge of labor laws and practices across multiple U.S. states and Canadian provinces

Key Competencies

Process orientation: Able to see both the big picture and process-level detailsBusiness acumen: Understands how HR processes impact business performanceSystems thinking: Connects people, systems, and data flows holisticallyEmpathy for the field: Designs solutions with frontline usability in mindChange agility: Navigates ambiguity and drives adoption in decentralized environments