Senior People Operations Analyst

The Sr. People Operations Analyst is the technical subject matter expert and strategic owner of our HR systems, accountable for administration, configuration, integrations, reporting, data governance, and ongoing optimization. The role partners closely with the People Team, IT, Finance, Compliance, BI, and business leaders to deliver reliable, scalable HR technology and workforce insights people can act on.

As a member of the team, you help lead system implementations, enhancements, and upgrades, protect data integrity and security, and turn People data into analysis that supports compliance and decision making. You bring project management, analytical, and communication skills, along with deep functional knowledge of HR processes and HR technology, particularly UKG Pro. You also serve as a go-to resource and mentor for teammates on systems and reporting.

HRIS Ownership and Administration

• Serve as the owner for all HRIS enhancements, configurations, upgrades, security roles, and integrations across the HR technology stack and connected enterprise systems.
• Lead ongoing optimization of HR technology modules, including performance management, talent acquisition, compensation planning, learning, and future capabilities.
• Perform regular system audits to confirm data accuracy, security, compliance, and alignment with business needs.
• Maintain comprehensive documentation of system configurations, integrations, controls, and processes.
• Own HRIS release management: review vendor releases, assess impact, configure, test, run user acceptance testing, coordinate deployment, and support post-release adoption and issue resolution.

System Implementations and Integrations

• Partner with the People Team, IT, and external vendors to lead and support implementation of new HR systems, stabilization, and long-term optimization of HR technology platforms.
• Troubleshoot and resolve issues with system integrations, file feeds, and vendor data exchanges.
• Collaborate with IT to establish and maintain security standards, access controls, and segregation of duties for all data transfers and integrations.
• Serve as the day-to-day point of contact for HR technology vendors, including escalations, service issues, and renewal input.

Reporting, Analytics, and Data Governance

• Own People Team reporting and analytics, including standard, ad hoc, executive, and regulatory reporting.
• Design, build, and maintain dashboards and reports that support the People Team, leadership, and cross-functional business needs.
• Serve as People Team data steward, establishing and enforcing data definitions, governance standards, and usage guidelines across systems.
• Develop and maintain a centralized report inventory and tracker (report names, descriptions, data sources, and usage guidance) to ensure continuity during absences.
• Partner with department leaders to set recurring reporting calendars for monthly, quarterly, and annual deliverables.
• Implement intake, tracking, prioritization, and service level agreements for reporting requests.
• Translate People data into insights and recommendations for senior leadership and Board-level reporting as needed.

Cross-Functional Collaboration and Process Improvement

• Use HR technology to streamline, standardize, and continuously improve HR processes, workflows, and the user experience.
• Partner proactively with Finance, Accounting, Compliance, Marketing, BI, and IT to meet reporting, analytics, and data needs on time.
• Lead end-to-end review and redesign of HR processes so system capabilities match business requirements.
• Identify automation opportunities and eliminate manual workarounds across HR and Payroll workflows.
• Act as an internal consultant on how HR technology can improve efficiency, scalability, and compliance.

Compliance, Audit, and Risk Management

• Lead preparation and submission of the federal EEO-1, applicable state EEO reports (including California), and other required equal employment opportunity reports.
• Establish and maintain HRIS data audit practices to ensure accurate, compliant submissions.
• Support internal and external audits related to HR systems, payroll, benefits, data privacy, and controls.
• Partner with HR leadership to review year-over-year trends, document variances, and support employee classification reviews.
• Proactively identify system-related risks and recommend mitigation strategies.

Project and Change Management

• Manage multiple concurrent projects, balancing strategic initiatives with day-to-day operational responsibilities.
• Evaluate change impact and provide assessments for HR technology changes.
• Develop training materials, job aids, and communications for HR, managers, and employees.
• Measure adoption, usage, and effectiveness of HR systems and recommend improvements.
• Mentor and coach People Team members on system use, reporting practices, and data standards.

• Self-Motivated: Proactively builds knowledge of HR technology, HR best practices, and business operations.
• Relationship Management: Builds trusted partnerships to deliver solutions and support organizational goals.
• Service Mindset: Approaches every interaction with employees and internal partners with quality, responsiveness, and professionalism.
• Critical Evaluation: Analyzes data and information to inform recommendations and sound business decisions.
• Ethical Practice: Upholds organizational values, data privacy, and compliance requirements while mitigating risk.
• Communication: Communicates effectively with executives, managers, employees, and HR and Payroll partners.

• Bachelor’s degree preferred; equivalent professional experience may substitute for a degree.
• 4 to 6 years of progressive HRIS or People Operations experience, including advanced report writing and analytics.
• Demonstrated experience with UKG required; UKG Pro and Cognos BI experience strongly preferred.
• Project management and cross-functional coordination experience preferred.
• Advanced proficiency with Microsoft Excel.

• Professional office environment. Work performed indoors. Prolonged periods of sitting and standing at a workstation. Minimal physical demands. No lifting over 5 pounds.

Mercer Advisors is an equal opportunity employer and does not discriminate on the basis of any characteristic protected by applicable federal, state, or local law. Mercer Advisors participates in E-Verify and complies with federal employment eligibility verification requirements.

If you need an accommodation during the application or hiring process, please email PeopleTeam@merceradvisors.com. This inbox is for accommodation requests only.

For information about applicant rights, required employment notices, E-Verify participation, and state specific disclosures, please review our Applicant Notices and Employment Rights.

If you are a resident of California, learn more about Mercer's California Consumer Privacy Policy here.
CCPA Notice at Collection