HR Operations Analyst

Overview

The HR Operations Analyst provides essential operational and analytical support to the HR Operations team and the broader Human Resources organization, helping ensure efficient, high-quality day-to-day HR service delivery. This role manages incoming HR service requests, facilities and workplace resources, and is the operations contact for onboarding readiness by ensuring building access, workspace setup, and equipment needs are addressed in a timely manner.

Working closely with IT leadership, the Analyst helps manage computer inventory and monitors DSP service levels for Human Resources. The role also partners with Facilities and HR leadership on space planning and space management for 221 Whitney and its tenants, maintaining accurate tracking and supporting ongoing workplace changes.

As a member of the Tier 2 HR Operations team, this position supports a range of compliance-related workflows across the university, including the management of staff remote work requests (including stipend payments), oversight and processing of retiree casual requests, supporting fixed‑term position management, assisting with L33 activities related to union dues and appointment updates, and performing ongoing Workday maintenance and data clean‑up.

Responsibilities will expand as Tier 2 processes evolve, requiring strong attention to detail, sound judgment, discretion with confidential information, and the ability to manage multiple priorities while partnering effectively across HR, IT, and Facilities.

• Strong customer service focus and analytical skills. Working understanding of core HR processes. High accuracy in transactions, documentation, and reporting.
• Proficiency with working with case management and HCM systems.
• Process improvement focus:
  Ability to map processes, spot bottlenecks, recommend controls, and support continuous improvement (Lean/Six Sigma familiarity is a plus).
• Ability to partner with HRBPs, Talent Acquisition, Payroll, Benefits, IT, and Finance; coordinate handoffs and resolve cross‑functional issues.
• Time management & prioritization:
  Ability to manage multiple deadlines, recurring cycles, and urgent requests; maintain reliability during peak periods. Ability to support HR initiatives (system rollouts, audits, acquisitions, process changes) with task tracking, testing/UAT support, and status reporting.

• Takes a lead role in the planning of HR projects, programs, and/or initiatives.
  2. Defines HR project, program, and/or initiative goals, develops progress reports, and communicates results.
  3. Develops metrics and conducts a comprehensive analysis of HR project, program, and/or initiative data.
  4. Conducts research and contributes to the design and development of HR project, program, and/or initiative.
  5. Responsible for implementation and supporting resources of HR project, program and/or initiative.
  6. Evaluates content of the project, program, and/or initiative and related policies, practices and procedures to determine and recommend necessary improvements.
  7. Develops training curriculum for HR projects, programs, and/or initiatives and delivers training programs and workshops for members of the Yale community.
  8. Develops written communications and systems to support and track project, program, and/or initiative activity.
  9. Provides day‑to‑day guidance regarding best practices, technical issues and compliance regulation. 10. May perform other duties as assigned. Required education and experience:
  Minimum requirement of Bachelor's Degree in Human Resources or related field and two years of related experience or an equivalent combination of education and experience.

The University is committed to basing judgments concerning the admission, education, and employment of individuals upon their qualifications and abilities and seeks to attract to its faculty, staff, and student body qualified persons from a broad range of backgrounds and perspectives. In accordance with this policy and as delineated by federal and Connecticut law, Yale does not discriminate in admissions, educational programs, or employment against any individual on account of that individual’s sex, sexual orientation, gender identity or expression, race, color, national or ethnic origin, religion, age, disability, status as a special disabled veteran, veteran of the Vietnam era or other covered veteran.

Inquiries concerning Yale's Policy Against Discrimination and Harassment may be referred to the Office of Institutional Equity and Accessibility (OIEA).

Yale University is a tobacco-free campus.