HR Operations Analyst

Benefits

Parental leave

Not verified

Non-birth-parent leave

Not verified

Family-building benefits

• Fertility benefits: Not verified
• Adoption assistance: Not verified
• Surrogacy assistance: Not verified

Mental health support

Not verified

Relocation assistance

Not verified

Childcare support

Not verified

Learning budget

Not verified

Verification

Not verified checked Jun 7, 2026

Salary

Not verified

401(k) match

Reported from DOL Form 5500 industry filing (not employer-specific)

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Market context

U.S. role benchmark (BLS OEWS)

$81,650 U.S. median for this role

Projected growth (BLS Employment Projections)

+6.9% - Faster than average

Matched to SOC 13-1071 - Human Resources aggregate by role bucket.

Source: U.S. Bureau of Labor Statistics, OEWS, May 2024 and Employment Projections, 2024-2034.

Role

Role function

Hr From the posting source

Seniority

Mid From the posting source

Schedule

Shift type

Not verified

Weekend work

Not verified

Company

Equity

Offered Verified - SEC 10-K source

Application

Cover letter

Not verified

Assessment

Not verified

Deadline

Not stated

Where they hire

State eligibility is not yet verified.

About this role

HR Operations Analyst Tysons, Virginia HR Operations Analyst Summary: The HR Operations Analyst handles complex HR cases, resolves escalations, and partners cross-functionally to ensure smooth HR processes. They contribute to documentation, training, and process improvements. Key Responsibilities: Resolve escalated employee and manager inquiries, providing guidance on more complex HR policies, benefits, payroll, onboarding, and performance management issues. Identify and propose process improvements for operational efficiency. Deliver accurate, consistent, and timely resolutions while analyzing root causes and recommending process improvements. Conduct advanced employee data management in HRIS systems (e.g., Workday), ensuring data accuracy, integrity, and compliance. Process higher-complexity transactions with precision. Collaborate with Tier III, HR Business Partners, and Centers of Excellence to resolve cross-functional or policy-sensitive issues. Monitor case trends and provide feedback to improve knowledge articles, SOPs, and training materials. Support service level agreements and quality metrics by identifying opportunities to streamline workflows. Coach and provide guidance to Tier I associates to ensure consistency and quality across the team. Participate in system testing, audits, and special projects that enhance HR operations delivery. Leads the end-to-end coordination and delivery of new hire orientation, including managing all logistics such as communications, catering, room setup, and giveaways, while partnering with cross-functional stakeholders to ensure a seamless and engaging onboarding experience. Other duties as assigned. Knowledge & Skills: Working knowledge of HR policies, systems, and workflows. Problem-solving and critical thinking skills. Effective written and verbal communication. Ability to manage multiple tasks and prioritize. Preferred: Intermediate HRIS proficiency (e.g., Workday reporting, EIB loads). Experience:

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