HR Operations Analyst

HR Operations AnalystMBG is growing and looking for an HR Operations Analyst ready to take ownership of the systems and processes our Team Members rely on every day.The HR Operations Analyst sits at the center of our people operation, connecting Team Members, leadership and the external partners who support our Workday environment. The best fit for this role pairs real payroll discipline and systems instinct with patience for people, clear communication and the judgment to know when something needs to be escalated.What You Will OwnThe HR Operations Analyst owns the operating rhythm of our people systems. You are accountable for payroll running on time and accurately, for maintaining Workday as our HCM system of record, and for Team Members getting clear answers when they need them.Payroll Ownership and Pay CompliancePrepare, verify and complete payroll.Submit garnishments and withholding orders.Manage union fringe reporting.Workday Operations and External PartnersServe as the end-user point of contact for Workday.Collaborate with the external partners who support the environment.Team Member Service and InquiriesRespond to Team Member questions on pay, benefits and time off.Resolve issues at the source rather than routing them onward.Benefits and Leave AdministrationCoordinate enrollment, life events and carrier accuracy with external partners.Manage leave of absence and FMLA tracking.Lifecycle Transactions and OnboardingProcess hires, changes and departures with accurate data and timing.Ensure new hire compliance.Compliance and ReportingMaintain EEO-1, OSHA 300A and other required filings.Support performance and employee relations processes with clean documentation.How This Role Works With LeadershipThe HR Operations Analyst partners closely with accounting, talent acquisition and project teams to keep our people operation accurate and responsive. In this role, candor matters. Raising an issue early, flagging a risk in the data and bringing a recommendation rather than just a problem is what keeps small things from becoming payroll corrections.Regular interaction is focused on:Aligning on the payroll calendar, upcoming deadlines and anything that could move them.Reviewing data accuracy, open Workday items and the status of work sitting with external partners.Escalating compliance questions, complex pay situations and anything requiring a second review before it is finalized.Coordinating onboarding handoffs with talent acquisition so new Team Members have a positive experience.Clearing obstacles quickly through direct communication and shared accountability.The expectation is professional, transparent communication, especially when something looks off.Experience ExpectationsThis role is a strong fit for someone with three to five years in HR operations who has personally owned a payroll cycle, start to finish, not just supported one. Hands-on Workday experience is required, and experience in multiple modules (Core HCM, Payroll, Benefits and Absence) will serve you well here.You should be able to submit garnishments and withholding orders correctly, work effectively through external providers without losing ownership of the outcome, and maintain deadlines.Multi-state and multi-entity payroll experience is preferred, as is exposure to construction or project based work. Union payroll and fringe reporting, certified payroll and payroll tax registration are all valuable here. Workday Pro certification is welcome but not expected.Beyond the technical side, this role calls for discretion with sensitive information, patience with people who are asking about their own pay, and the instinct to fix a broken process rather than build a workaround. This is a full time, onsite position based in our St. Louis office.What Success Looks LikeImmediate ImpactIn the first 60 to 90 days, a successful HR Operations Analyst earns trust by running payroll cleanly and answering Team Members quickly. They learn both payroll cycles and the partner handoffs that support them and build a working knowledge of our Workday configuration.Payroll completes on time every cycle.Team Member questions get resolved on first contact more often than they get passed along.Open items with external partners are tracked, prioritized and visible.Long-Term ImpactOver time, the HR Operations Analyst protects our people data and our compliance position by anticipating issues rather than reacting to them.Payroll and benefits run predictably, with clean reconciliation and no repeat corrections.Workday configuration is well documented.Required filings are submitted complete and on time.External partners are held to their scope, and the work that belongs here stays here.Why MBG?We know great Team Members have options. Here's why ours choose MBG — and why they stay:An Intentional Way of Working: We're deliberate about how work gets done, balancing field time, office support, and collaboration to build strong teams and deliver quality outcomes.Built on Collaboration, Not Silos: We work best when we work together. Open communication, shared problem-solving, and mutual accountability are part of our day-to-day culture.Ownership Comes With Trust: We trust our people to lead, make decisions, and own results, with experienced leaders who provide support, mentorship, and clarity.Growth Without Burnout: We set high standards while respecting the people doing the work, creating space for sustainable growth over the long term.Compensation Reflects Responsibility: Pay and incentives align with the responsibility you carry and the impact you make, with rewards tied to performance and results.MBG is a people-first general contractor headquartered in St. Louis and serving the greater Midwest. With more than $350 million in active construction, we focus on delivering environments shaped by care, expertise, and a commitment to doing the right thing. What truly defines MBG is our Team Members—the people who show up every day to support one another, raise the bar, and make a meaningful impact in the communities we serve.