HR People Operations Analyst

The City of Bend is accepting applications for one (1), full-time HR People Operations Analyst. This is a FLSA Exempt (overtime in-eligible), non-represented position. The City may use this job posting to create an eligibility list for future hiring purposes. Please review the entire job posting, including the application requirements at the end.

HR’s People Operations Analyst is a behind-the-scenes problem solver who helps improve the employee experience at every stage of employment. The role combines technology, process improvement, data analysis, and HR expertise to ensure the City of Bend’s employees, managers, and HR professionals have effective tools, clear processes, and consistent support. From managing HR systems and performance reviews to improving recruitment, onboarding, and compliance programs, the People Operations Analyst helps HR operate efficiently so employees can do their best work.

Classification Framework:
Human Resources Analyst

The following duties are a sample of major duties performed in the role and not intended to be an exhaustive list.

• Improve and maintain HR systems, tools, and processes including serving as the City’s NEOGOV administrator.
• Lead projects that make HR services more accessible, efficient, and effective.
• Analyze workforce data and provide reports, recommendations, and actionable insights.
• Support recruitment, onboarding, performance management, and employee experience initiatives.
• Collaborate with Department HR Managers to train and advise managers and employees on HR programs and best practices.
• Ensure HR processes are consistent, compliant, and aligned across the organization.
• Conduct classification, compensation, and organizational analyses.
• Collaborate with departments across the City to build trust, solve problems, and improve HR services.

The ideal candidate is a collaborative and detail-oriented HR professional who combines strong technical aptitude with a passion for people, processes, and continuous improvement. They excel at managing HR systems, analyzing data, coordinating collaborative projects, and building effective partnerships across the organization. They are adaptable, customer-focused, and committed to creating consistent, efficient, and employee-centered HR programs that provide equitable outcomes, support the employee experience, and promote the organization as an employer of choice.

• Human Resources principles, practices, and programs, including recruitment, onboarding, performance management, classification and compensation.
• Human Resources Information Systems (HRIS), applicant tracking systems, performance management platforms, and other HR technologies used to support employee lifecycle processes.
• Data collection, analysis, reporting, and interpretation techniques used to identify trends, support decision-making, and evaluate program effectiveness.
• Project management principles and methods, including planning, implementation, process improvement, change management, and stakeholder engagement.
• Business process analysis and continuous improvement methodologies used to improve efficiency, effectiveness, and service delivery.
• Federal and state employment laws, regulations, and compliance requirements applicable to public sector human resources functions.

• Analyzing complex quantitative and qualitative workforce data and translating findings into actionable recommendations
• Managing and optimizing HR systems, databases, workflows, and technology solutions.
• Planning, coordinating, and leading projects involving multiple stakeholders and competing priorities.
• Identifying process improvement opportunities and implementing practical, effective solutions.
• Ability to work independently with minimal direction, while also…