HR Process Improvement Analyst

Overview

As a patient-focused organization, University of Utah Health exists to enhance the health and well-being of people through patient care, research and education. Success in this mission requires a culture of collaboration, excellence, leadership, and respect. University of Utah Health seeks staff that are committed to the values of compassion, collaboration, innovation, responsibility, integrity, quality and trust that are integral to our mission. EO/AA

The HR Process Improvement Analyst evaluates, designs, implements, and optimizes HR processes and services. This role partners across HR and with operational stakeholders to identify inefficiencies, reduce manual work, strengthen controls, improve data quality, and enhance the employee and stakeholder experience. The analyst uses process improvement, data analysis, project coordination, documentation, and technology enablement to translate operational needs into sustainable solutions. The role may also maintain assigned HR operational processes while supporting their stabilization, redesign, or transition to a long-term owner.

Corporate Overview: University of Utah Health is an integrated academic healthcare system with five hospitals including a level 1 trauma center, eleven community health centers, over 1,600 providers, and a health plan serving over 200,000 members. University of Utah Health is nationally ranked and recognized for our academic research, quality standards and overall patient experience. In addition to our clinical delivery system, we have a School of Medicine, School of Dentistry, College of Nursing, College of Pharmacy, and College of Health providing education and training for over 1,250 providers annually. We have over 2 million patient visits annually and research grants exceeding $350 million. University of Utah Hospitals and Clinics represents our clinical operations for the larger health system.

Responsibilities

Essential Functions

Process Improvement & Operational Excellence

- Analyzes current HR workflows to identify inefficiencies, bottlenecks, control gaps, service challenges, and opportunities for standardization or automation.

- Facilitates process mapping, root cause analysis, requirements gathering, and future-state design with process owners and subject matter experts.

- Develops practical recommendations that balance employee experience, operational capacity, compliance, risk, technology, and stakeholder needs.

- Creates implementation plans and supports the adoption, stabilization, and continuous improvement of redesigned processes.

- Establishes measures of success and monitors whether implemented improvements achieve the intended operational outcomes.

Data Analysis & Performance Measurement

- Collects, validates, and analyzes operational data to identify patterns, recurring issues, workload drivers, and improvement opportunities.

- Develops reports, dashboards, scorecards, and business summaries that communicate findings and support informed decision-making.

- Uses quantitative and qualitative information to evaluate process performance, service levels, error trends, risks, and resource impacts.

- Tracks project benefits and operational results, including improvements in timeliness, accuracy, quality, capacity, and stakeholder experience.

Project Management & Change Implementation

- Leads or coordinates small-to-medium process improvement initiatives from discovery through implementation and sustainment.

- Develops project plans, milestones, issue logs, decision records, testing plans, and status updates appropriate to the scope of the initiative.

- Coordinates stakeholders, clarifies ownership, manages dependencies, and escalates risks or decisions as needed.

- Supports change readiness through clear communications, training materials, job aids, and implementation support.

Technology, Systems & Automation

- Identifies opportunities to use HR technology, workflow tools, reporting, integrations, and automation to reduce manual effort and improve accuracy.

- Partners with HRIS, technology teams, vendors, and functional owners to define business requirements and translate operational needs into system or workflow enhancements.

- Coordinates or performs user acceptance testing, documents results, validates data and process outcomes, and supports issue resolution.

- Maintains awareness of available tools and emerging practices that may improve HR service delivery and operational efficiency.

Documentation, Controls & Process Governance

- Develops and maintains standard operating procedures, process maps, job aids, templates, role documentation, and control documentation.

- Helps establish consistent process ownership, handoffs, escalation paths, and review cycles.

- Assesses operational risks and recommends preventive or detective controls to improve accuracy, consistency, and accountability.

- Supports audit readiness and provides process documentation, data, and evidence when requested.

Cross-Functional Partnership & Consultation

- Builds effective relationships with HR teams and partners across Payroll, HRIS, Finance, Information Technology, operational departments, and external vendors.

- Facilitates discussions that clarify problems, align stakeholders, evaluate options, and move improvement work toward decisions and implementation.

- Explains complex processes, data, and recommendations in clear language tailored to technical, operational, employee, and leadership audiences.

- Provides analytical and process consultation to support strategic planning, service delivery, and organizational improvement priorities.

Operational Process Support & Transition

- Supports assigned HR operational processes through monitoring, reconciliation, issue resolution, stakeholder communication, and documentation.

- Identifies opportunities to stabilize, simplify, or transition assigned processes while maintaining service continuity and appropriate controls.

- Works with current and future process owners to document responsibilities, transfer knowledge, and support successful operational handoffs.

Knowledge / Skills / Abilities

- Knowledge of process improvement, business analysis, project management, change management, and operational excellence principles.

- Ability to evaluate complex workflows, identify root causes, design future-state processes, and translate findings into actionable recommendations.

- Strong analytical skills with the ability to validate data, identify trends and exceptions, and communicate meaningful conclusions.

- Proficiency with Microsoft Excel, Word, PowerPoint, Visio or comparable process-mapping tools, and reporting or database tools.

- Ability to gather and document business requirements and support system configuration, integration, workflow, and user acceptance testing activities.

- Strong written, verbal, facilitation, and presentation skills, including the ability to communicate with technical and nontechnical audiences.

- Ability to manage multiple priorities, organize work independently, meet deadlines, and maintain attention to detail in a changing environment.

- Ability to build collaborative relationships, navigate cross-functional work, and influence outcomes without direct authority.

- Customer service orientation and commitment to improving the employee and stakeholder experience.

- Ability to handle sensitive employee and organizational information with discretion.

Qualifications

Required

- Bachelor's degree in Human Resources, Business Administration, Operations, Information Systems, Data Analytics, Organizational Development, or a related field, or an equivalent combination of education and experience.

- Four years of applicable experience in HR operations, business analysis, process improvement, project coordination, systems support, data analysis, or a related field.

- Demonstrated experience analyzing processes, documenting workflows or requirements, and supporting the implementation of operational improvements.

Qualifications (Preferred)

Preferred

- Experience supporting HR, benefits, payroll, employee experience, shared services, or high-volume administrative operations.

- Experience with PeopleSoft or another HRIS, workflow automation, data visualization, reporting, or process-mapping tools.

- Experience leading cross-functional improvement initiatives and supporting system or process implementations.

Working Conditions and Physical Demands

Employee must be able to meet the following requirements with or without an accommodation.

- This is a sedentary position that may exert up to 10 pounds and may lift, carry, push, pull or otherwise move objects. This position involves sitting most of the time and is not exposed to adverse environmental conditions.

## Physical Requirements
Listening, Near Vision, Sitting, Speaking, Standing, Walking