HR Operations Analyst I

Job Description

Job Description

Join our growing team and discover why Summit Utilities, Inc. continues to earn national and regional recognition as an employer of choice. Our recognitions include Best Places to Work in Maine (2019–2025); Best Places to Work in Arkansas (2020, 2023, 2025); Best Places to Work in Oklahoma (2022–2025); Best Places to Work in Missouri (2023 and 2026); Best Places to Work in Colorado (2025); Forbes America’s Best Small Employers (2023); and, most recently, Proud and Purposeful Employer (2026).

Summit is a growing natural gas utility providing safe, reliable, and clean burning natural gas service to homes and businesses in Arkansas, Colorado, Maine, Missouri, Oklahoma, and Texas. Being part of the Summit team means embracing excellence and innovation, committing to safety each and every day, and doing all that we can to serve each other, our customers, and the communities where we live. We aim to bring warmth and energy to everything we do.

We have an exciting opportunity for an HR Operations Analyst I (SGL15). This role may be hybrid-based in Fort Smith or Little Rock, Arkansas.

POSITION SUMMARY

The HR Operations Analyst strengthens HR effectiveness by improving core processes, workforce reporting, and knowledge management. This role supports HR’s operational foundation through documentation, workflow improvement, reporting, and cross-functional coordination. Under the direction of the Director of HR Operations, and grounded in analytics, process discipline, and clear documentation, this role helps HR Operations, Recruiting, Talent, and HRBPs work from shared workflows, reliable data, and consistent practices.

PRIMARY DUTIES AND 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, current, and easy-to-use 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.

EDUCATION AND WORK EXPERIENCE

• Bachelor’s degree in human resources, Business Administration, Data Analytics, Organizational Development, or a related field preferred; equivalent relevant experience may be considered.
• 3–4 years of experience in HR Operations, People Analytics, Talent Operations, HR project support, or related HR roles.
• Advanced Excel skills, Power Query and Power BI experience are strongly preferred.
• Experience developing dashboards, reports, process documentation, SOPs, or workflow maps.
• Demonstrated ability to identify process gaps and recommend practical improvements.
• Strong communication skills with the ability to support cross-functional stakeholders.
• Ability to manage multiple priorities with accuracy, discretion, and attention to detail.
• Experience working in environments with evolving processes, limited structure, and competing priorities.
• Strong understanding of HR data confidentiality and accurate employee lifecycle data.
• Ability to maintain strict confidentiality and handle sensitive information with the highest level of integrity and professionalism.

KNOWLEDGE, SKILLS, ABILITIES

• Process improvement mindset with the ability to simplify complex workflows.
• Strong analytical thinking and comfort with incomplete or inconsistent data.
• Clear written communication that translates technical or process details into practical guidance.
• Strong attention to detail, accuracy, and follow-through.
• Ability to build relationships and influence across functions without formal authority.
• Comfort working in evolving environments where processes need to be built, clarified, or improved.
• Exercises sound judgment and discretion when managing confidential data, ensuring compliance with organizational and legal standards.  

The above statements are intended to describe the general nature and level of work being performed by employees assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties and/or skills required of all personnel so classified.

Summit offers competitive pay and medical/dental/vision and other benefits that provide flexibility, choice, and support to our employees when they need it most. We understand that home and family are essential pieces of your life, and our benefits are designed to support you both at work and at home. 

Summit Utilities, Inc. is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, or protected veteran status and will not be discriminated against on the basis of disability or veteran status.