Sr Assoc HR Process Efficiency

Job Overview

The Analyst for HR Service Delivery Process Intake and Efficiency plays a critical role in running the intake front door for HR process work, optimizing employee lifecycle processes, and enabling automation and AI across HR Operations. This position requires a strategic thinker with excellent analytical skills, a deep understanding of HR operations and HR technology, and a commitment to continuous improvement and digital enablement.

Key Responsibilities

HR Process Intake: Own the intake front door for HR process and service requests –standardize intake criteria, triage and log demand, assess impact, effort and risk, prioritize with stakeholders, and route work to the right owners with clear SLAs.

Process Efficiency: Document, map and measure HR employee lifecycle processes; eliminate waste, handoffs and manual touchpoints;and implement standardized, scalable process designs that reduce cycle time and cost to serve.

Automation & AI Enablement: Identify and qualify candidates for automation and AI (workflow automation, self-service, chatbots/agents, document and case automation); build the business case, partner with HR Technology and IT on design and testing, and drive adoption and change readiness.

Data Analysis & Reporting: Analyze intake volumes, SLA and service delivery data to identify trends, track efficiency and automation benefits, and generate reporting that informs prioritization and strategic planning.

Stakeholder Collaboration & Governance: Partner with HR COEs, HR Technology, IT and operations teams to gather requirements, runintake and prioritization governance forums, and ensure processes and solutions meet organizational and compliance requirements.

Other Applicable Scope Defining Dimensions

Strategic Thinking: Ability to align HR intake, process design and automation roadmaps with organizational goals and the broaderHR Service Delivery strategy.

Process Improvement: Expertise in process improvement methodologies (e.g., Lean, Six Sigma, process mining) with a proven track record of delivering measurable efficiency gains.

Automation & AI Literacy: Practical understanding of workflow automation, RPA, generative AI and agent-based use cases in HR, including value assessment, responsible-use guardrails, data privacy and human-in-the-loop controls.

Customer Focus: A customer-centric approach to HR service delivery, with a commitment to exceptional employee and manager experience.

Change Management: Experience managing change, communicating effectively and supporting stakeholders through process and technology transitions.

Minimum Education & Requirements

Knowledge, Skills & Abilities

Analytical Skills: Strong analytical and problem-solving skills, with the ability to interpret complex data, size efficiency andautomation opportunities, and propose actionable insights.

Communication Skills: Excellent verbal and written communication skills, with the ability to convey information to diverse audiences and build strong stakeholder relationships.

Technical Proficiency: Proficiency in HR technology and systems (e.g., HRIS, case/ticketing and knowledge tools, workflow andautomation platforms, AI/copilot tools) and advanced Microsoft Office skills, particularly Excel.

Project Management: Demonstrated experience planning, executing and monitoring projects and intake pipelines to achieve desired outcomes.

Experience & Education

Educational Background: A bachelor's degree in Human Resources, Business Administration, Information Systems or a related field is required.

Experience: A minimum of 3-5 years of experience in HR operations, service delivery, process improvement or process automation is essential. Experience supporting intake/demand management and deploying automation or AI-enabled solutions in a corporate environment is highly desirable.