HR Process Improvement Analyst

Arthur J. Gallagher · Salt Lake City

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Essential Functions

Process Improvement & Operational Excellence

• Analyzes current HR workflows to identify inefficiencies, bottlenecks, control gaps, service challenges, and opportunities for standardization or automation.
• Facilitates process mapping, root cause analysis, requirements gathering, and future-state design with process owners and subject matter experts.
• Develops practical recommendations that balance employee experience, operational capacity, compliance, risk, technology, and stakeholder needs.
• Creates implementation plans and supports the adoption, stabilization, and continuous improvement of redesigned processes.
• Establishes measures of success and monitors whether implemented improvements achieve the intended operational outcomes.

Data Analysis & Performance Measurement

• Collects, validates, and analyzes operational data to identify patterns, recurring issues, workload drivers, and improvement opportunities.
• Develops reports, dashboards, scorecards, and business summaries that communicate findings and support informed decision-making.
• Uses quantitative and qualitative information to evaluate process performance, service levels, error trends, risks, and resource impacts.
• Tracks project benefits and operational results, including improvements in timeliness, accuracy, quality, capacity, and stakeholder experience.

Project Management & Change Implementation

• Leads or coordinates small-to-medium process improvement initiatives from discovery through implementation and sustainment.
• Develops project plans, milestones, issue logs, decision records, testing plans, and status updates appropriate to the scope of the initiative.
• Coordinates stakeholders, clarifies ownership, manages dependencies, and escalates risks or decisions as needed.
• Supports change readiness through clear communications, training materials, job aids, and implementation support.

Technology, Systems & Automation

• Identifies opportunities to use HR technology, workflow tools, reporting, integrations, and automation to reduce manual effort and improve accuracy.
• Partners with HRIS, technology teams, vendors, and functional owners to define business requirements and translate operational needs into system or workflow enhancements.
• Coordinates or performs user acceptance testing, documents results, validates data and process outcomes, and supports issue resolution.
• Maintains awareness of available tools and emerging practices that may improve HR service delivery and operational efficiency.

Documentation, Controls & Process Governance

• Develops and maintains standard operating procedures, process maps, job aids, templates, role documentation, and control documentation.
• Helps establish consistent process ownership, handoffs, escalation paths, and review cycles.
• Assesses operational risks and recommends preventive or detective controls to improve accuracy, consistency, and accountability.
• Supports audit readiness and provides process documentation, data, and evidence when requested.

Cross-Functional Partnership & Consultation

• Builds effective relationships with HR teams and partners across Payroll, HRIS, Finance, Information Technology, operational departments, and external vendors.
• Facilitates discussions that clarify problems, align stakeholders, evaluate options, and move improvement work toward decisions and implementation.
• Explains complex processes, data, and recommendations in clear language tailored to technical, operational, employee, and leadership audiences.
• Provides analytical and process consultation to support strategic planning, service delivery, and organizational improvement priorities.

Operational Process Support & Transition

• Supports assigned HR operational processes through monitoring, reconciliation, issue resolution, stakeholder communication, and documentation.
• Identifies opportunities to stabilize, simplify, or transition assigned processes while maintaining service continuity and appropriate controls.
• Works with current and future process owners to document responsibilities, transfer knowledge, and support successful operational handoffs.

Knowledge / Skills / Abilities

• Knowledge of process improvement, business analysis, project management, change management, and operational excellence principles.

• Ability to evaluate complex workflows, identify root causes, design future-state processes, and translate findings into actionable recommendations.

• Strong analytical skills with the ability to validate data, identify trends and exceptions, and communicate meaningful conclusions.

• Proficiency with Microsoft Excel, Word, PowerPoint, Visio or comparable process-mapping tools, and reporting or database tools.

• Ability to gather and document business requirements and support system configuration, integration, workflow, and user acceptance testing activities.

• Strong written, verbal, facilitation, and presentation skills, including the ability to communicate with technical and nontechnical audiences.

• Ability to manage multiple priorities, organize work independently, meet deadlines, and maintain attention to detail in a changing environment.

• Ability to build collaborative relationships, navigate cross-functional work, and influence outcomes without direct authority.

• Customer service orientation and commitment to improving the employee and stakeholder experience.

• Ability to handle sensitive employee and organizational information with discretion.

Required

• Bachelor's degree in Human Resources, Business Administration, Operations, Information Systems, Data Analytics, Organizational Development, or a related field, or an equivalent combination of education and experience.
• Four years of applicable experience in HR operations, business analysis, process improvement, project coordination, systems support, data analysis, or a related field.
• Demonstrated experience analyzing processes, documenting workflows or requirements, and supporting the implementation of operational improvements.

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