HR Analyst - $47hr w2

This contingent worker will support HR Operations leadership in assessing current employee lifecycle and offboarding processes, designing future-state improvements, and building the structure needed to advance automation, service consistency, and stakeholder trust. This senior individual contributor will bring hands-on HR operations, project planning, and process improvement capability to help strengthen execution discipline, document repeatable ways of working, and build bench strength for the transformation ahead.

HR Operations Analyst
Tampa, FL - hybrid
Possible contract to hire

This contingent worker will support HR Operations leadership in assessing current employee lifecycle and offboarding processes, designing future-state improvements, and building the structure needed to advance automation, service consistency, and stakeholder trust.
This senior individual contributor will bring hands-on HR operations, project planning, and process improvement capability to help strengthen execution discipline, document repeatable ways of working, and build bench strength for the transformation ahead.

Key Responsibilities

• Transformation, Process Design & Project Planning
• Assess current employee lifecycle and offboarding processes to identify gaps, manual work, control risks, handoff issues, and stakeholder pain points
• Develop practical future-state recommendations that improve consistency, accountability, automation readiness, and service delivery
• Create project plans, process maps, governance routines, status updates, and implementation trackers to support disciplined execution
• Translate transformation priorities into clear milestones, deliverables, risks, decisions, and sustainment needs
• Employee Lifecycle, Offboarding & Service Delivery
• Document current- and future-state workflows, including roles, dependencies, controls, escalation points, and service expectations
• Partner with HR Operations, COEs, HR Technology, Payroll, Legal, Risk, and business stakeholders to validate requirements and support implementation readiness
• Analyze service trends, recurring issues, and stakeholder feedback to recommend improvements to intake, knowledge content, self-service, and operational handoffs
• Help define practical measures of service quality, timeliness, accuracy, stakeholder confidence, and employee experience
• Governance, Risk & Compliance
• Identify operational risks, control gaps, compliance considerations, and data integrity issues within HR Operations processes
• Document process ownership, decision points, control expectations, and audit evidence needs to support stronger governance
• Support remediation planning and process improvement activity tied to audit findings, operational issues, or stakeholder concerns
• Process, Technology & Continuous Improvement
• Evaluate workflow, system, reporting, and automation opportunities that improve capacity, consistency, accuracy, and stakeholder experience
• Partner with HR Technology and platform teams to translate operational needs into clear requirements, use cases, and implementation considerations
• Use data, case trends, cycle times, volumes, and quality indicators to prioritize improvements and measure progress
• Build repeatable tools, templates, dashboards, and operating routines that enable sustainment after the engagement
• Stakeholder Partnership
• Serve as a credible partner across HR Operations, COEs, HR Technology, Payroll, Legal, Risk, HRBPs, and business stakeholders
• Translate stakeholder feedback and operational pain points into clear recommendations, actions, and communications
• Improve trust through stronger ownership, clearer handoffs, timely follow-through, and practical solutions
• Capability Building & Knowledge Transfer
• Create documentation, playbooks, templates, and process standards that reduce dependency on informal knowledge
• Coach team members through new routines, process expectations, and transformation deliverables as needed
• Model structured problem solving, disciplined project management, stakeholder follow-up, and risk-aware execution
• Identify capability gaps and sustainment needs to help build stronger HR Operations bench strength

Qualifications

• 6–10+ years of experience in HR Operations, HR shared services, employee lifecycle, HR transformation, or related operational roles
• Experience supporting process redesign, current-state assessment, future-state planning, and implementation in a complex organization
• Strong understanding of employee lifecycle and offboarding processes, service delivery models, operational controls, and stakeholder support
• Ability to build project plans, process documentation, governance materials, status updates, and leadership-ready summaries
• Strong analytical, communication, facilitation, stakeholder management, and problem-solving skills
• Ability to influence cross-functional partners and move work forward without direct authority
• Familiarity with HRIS (Oracle preferred), case management, workflow, reporting, or automation platforms

Preferred Qualifications

• Experience in financial services or another highly regulated environment
• Experience with HR service delivery, shared services transformation, offboarding, knowledge management, workflow design, or process optimization
• Exposure to automation, AI-enabled service solutions, reporting, or continuous improvement methods