Sr HR Operations Analyst - Hybrid schedule

Expected Starting Pay Range $61,401.60 - $78,291.20 Starting pay is based on experience, skills, and equity; exceptions may apply for highly qualified candidates. Additional pay (e.g., shift, on‑call, or weekend differentials) and benefits may apply. Annual pay may vary based on FTE status. Primary Location Lincoln Building Department Human Resources Operations Shift Day (United States of America) Schedule Full time Weekly Hours 40

FTE 1

Employee Status Regular Expected Starting Pay Range $61,401.60 - $78,291.20 Starting pay is based on experience, skills, and equity; exceptions may apply for highly qualified candidates. Additional pay (e.g., shift, on‑call, or weekend differentials) and benefits may apply. Annual pay may vary based on FTE status. pay range... minimum 61,401.60 midpoint 78,291.20 maximum 95,180.80 Posting Title: Senior HR Operations Analyst (Hybrid) Job Profile Summary Support and service delivery for the broad range of HR Services, such as reporting, data management, delivery & enhancement of HCM functionality and support for the variety of employment related questions and manager administrative functions. Requires strong conceptual and working knowledge developed through direct relevant experience to perform a range of assignments within a job discipline. Applies prior experience to accomplish difficult tasks. Works independently, with a moderate level of guidance and general supervision. Job Description Training Development and Delivery- Coordinate and participate in educational training and updates for Human Resources staff, managers and employees. Develop and maintain communications, including email and intranet, to educate on HR programs. Responsible for oversight and modification of manager and employee-facing communication vehicles like CenterLink. Consultation- Provide consultation to HR staff and leaders concerning HR plans and programs. This includes: developing, maintaining and delivering effective communications to HR colleagues, managers and employees; acting as a resource for policies, programs and processes; consult with HR staff and managers and provide guidance regarding issues; coordinate and participate in educational training and updates for the HR team. Data Analysis and Systems- Analyze data and market trends to review options and make recommendations. Compile comparative information and provide summary of analysis for leadership alignment. Participate in the review, implementation, testing and maintenance of systems and technology to support processes. Program Implementation- Assist with execution of assigned strategy, plan or program. Participate and coordinate projects which assess, develop or implement initiatives of the department and organization. Work with HR colleagues and related departments to develop and execute communications and resources for employees. Coordinate with relevant vendors. Coordinate with internal partners. Serves as an expert resource for HR colleagues and leaders on HR processes. This role is ideal for a strategic and detail-oriented HR professional who excels at leading projects, ensuring compliance, leveraging data for decision-making, and enhancing operational effectiveness through collaboration, training, and continuous improvement. This position is primarily remote, with periodic onsite attendance required for team meetings, training, project-related activities, and other business needs. The frequency of onsite work will vary based on organizational priorities and operational requirements. Key Responsibilities (ranked By Percentage Of Total Time Worked) Project Management Lead and manage cross-functional projects related to HR Operations processes. Develop project plans, timelines, and milestones to ensure successful execution. Monitor project progress, identify risks, and implement mitigation strategies. Provide regular status updates and recommendations to leadership and stakeholders. Data Analysis & Reporting Analyze benefits, compliance, and operational data to identify trends, risks, and opportunities for improvement. Develop and maintain dashboards, reports, and metrics to support business decisions. Utilize data insights to recommend process enhancements and cost-saving initiatives. Conduct audits and monitor key performance indicators (KPIs) to ensure program effectiveness. Compliance Management Lead and support HR compliance administration, including Primary Source Verification, audits, and adherence to regulatory and policy requirements. Conduct compliance reviews, audits, and assessments related to personnel processes. Identify compliance risks and implement corrective actions when necessary. Quality Assurance Develop and execute quality assurance processes to ensure accuracy, consistency, and compliance. Conduct audits and reviews of operational transactions. Identify defects, process gaps, and improvement opportunities. Recommend and implement corrective and preventive actions to enhance service quality. Team Resource & Consultation Serve as a trusted advisor and subject matter expert for benefits administration, compliance, and operational processes. Serve as a Workday Subject Matter Expert (SME) for HR Operations, supporting configuration, troubleshooting, enhancements, and production support. Investigate and resolve complex HR operational issues and provide functional guidance for team members and stakeholders. Facilitate problem-solving discussions and drive resolution of complex issues. Promote collaboration, knowledge sharing, and continuous improvement across teams. Training, Education & Facilitation Design, develop, and deliver training programs related to operational processes. Create educational materials, job aids, and process documentation. Evaluate training effectiveness and implement improvements based on feedback and results. Core Competencies Project Management Data Analytics & Reporting Compliance & Risk Management Quality Assurance Process Improvement Benefits Administration Stakeholder Consultation Training & Facilitation Communication & Relationship Building Job Qualifications Bachelor's degree in a related field 2+ years of work experience in a related job discipline About Us At Cincinnati Children’s, we come to work with one goal: to make children’s health better. We believe in a holistic team approach, both in caring for patients and their families, and in advancing science and discovery. We strive to do better and find energy and inspiration in our shared purpose. If you want to be the best you can be, you can do it at Cincinnati Children’s. Cincinnati Children's Is Recognized by U.S. News & World Report as atop 10 best Children\'s Hospitals in the nation for more than 15 years Consistently among the top 3 Children\'s Hospitals for National Institutes of Health (NIH)Funding Recognized as one of America’s Best Large Employers (2025), America’s Best Employers for New Grads (2025) One of the nation'sAmerica’s Most Innovative Companiesas noted by Fortune Consistently certified as great place to work A Leading Disability Employeras noted by theNational Organization on Disability Magnet® designated for the fourth consecutive time by theAmerican Nurses Credentialing Center (ANCC) We Embrace Innovation—Together. We believe in empowering our teams with the tools that help us work smarter and care better. That’s why we support the responsible use of artificial intelligence. By encouraging innovation, we’re creating space for new ideas, better outcomes, and a stronger future—for all of us. Comprehensive Job Description Provided Upon Request. Cincinnati Children’s is proud to be an Equal Opportunity Employer committed to creating an environment of dignity and respect for all our employees, patients, and families. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, age, genetic information, national origin, sexual orientation, gender identity, disability or protected veteran status. EEO/Veteran/Disability #J-18808-Ljbffr Cincinnati Children's