Job description

The Senior Analyst is an experienced member of the HR Strategy & Transformation career track who leads workstreams within engagements and carries depth across multiple service lines. Reporting into the team’s leadership layer, the Senior Analyst works under limited supervision as a shared, multi-skilled problem-solving resource deployed through engagements with partnership across the HRST—translating ambiguous problems into structured approaches with significant impact on departmental results, guiding more junior Analysts, and, on smaller or well-defined engagements, serving as the day-to-day delivery lead under a named engagement owner. Service Line-Specific Expectations Process Design & Optimization - Lead process re-engineering, improvement, and optimization efforts across HR and enterprise functions, owning current- and future-state design for assigned workstreams. - Prioritize opportunities for automation and AI enablement and translate requirements into implementable, scalable solutions. - Advance future-of-work readiness by assessing tasks and work components eligible for hybrid-AI or automated delivery and recommending sequencing. Portfolio & Delivery Management - Own project planning, execution, and monitoring for assigned workstreams, achieving outcomes within timelines and budgets. - Establish and maintain project artifacts, dashboards, and trackers that reinforce consistent project management standards and strategic portfolio management for HR. - Partner with initiative owners to surface progress, risks, and milestones, and synthesize them into clear, decision-ready updates for leadership. Transformation Value & Business Case Support - Build transformation analyses and forecasts, structuring the models and assumptions that support strategic decision-making. - Lead disciplined, HR-relevant business case development, challenging assumptions and validating feasibility and value. - Strengthen consistent practices for tracking return on investment (ROI) and value realization across HR initiatives. Employee Listening & Insights - Lead employee listening activities and the global employee engagement survey lifecycle for assigned scope, from design through fielding and reporting. - Analyze survey and listening data to identify themes, trends, and actionable insights, and connect them to the broader body of teamwork. - Proactively identify where listening insights require strategy adaptations and shape recommendations accordingly. - Coordinate handoffs to appropriate owners and ensure end-users have the information, insights, and enablement to take meaningful action. Strategic Advisory & Executive Enablement - Develop briefing materials, analyses, and communications that support HR advisory, adaptive HR strategy, and chief of staff support activities for executive audiences. - Provide alignment and feedback on organizational projects and objectives to internal stakeholders, coordinating advisory work that spans directors. - Research and synthesize industry developments and competitive intelligence, framing implications to inform HR strategy and executive decision-making.

Requirements

Must-haves

Service Line-Specific Expectations
Process Design & Optimization
Lead process re-engineering, improvement, and optimization efforts across HR and enterprise functions, owning current- and future-state design for assigned workstreams.
Prioritize opportunities for automation and AI enablement and translate requirements into implementable, scalable solutions.
Advance future-of-work readiness by assessing tasks and work components eligible for hybrid-AI or automated delivery and recommending sequencing.
Portfolio & Delivery Management
Own project planning, execution, and monitoring for assigned workstreams, achieving outcomes within timelines and budgets.
Establish and maintain project artifacts, dashboards, and trackers that reinforce consistent project management standards and strategic portfolio management for HR.
Partner with initiative owners to surface progress, risks, and milestones, and synthesize them into clear, decision-ready updates for leadership.
Transformation Value & Business Case Support
Build transformation analyses and forecasts, structuring the models and assumptions that support strategic decision-making.
Lead disciplined, HR-relevant business case development, challenging assumptions and validating feasibility and value.
Strengthen consistent practices for tracking return on investment (ROI) and value realization across HR initiatives.
Employee Listening & Insights
Lead employee listening activities and the global employee engagement survey lifecycle for assigned scope, from design through fielding and reporting.
Analyze survey and listening data to identify themes, trends, and actionable insights, and connect them to the broader body of teamwork.
Proactively identify where listening insights require strategy adaptations and shape recommendations accordingly.
Coordinate handoffs to appropriate owners and ensure end-users have the information, insights, and enablement to take meaningful action.
Strategic Advisory & Executive Enablement
Develop briefing materials, analyses, and communications that support HR advisory, adaptive HR strategy, and chief of staff support activities for executive audiences.
Provide alignment and feedback on organizational projects and objectives to internal stakeholders, coordinating advisory work that spans directors.
Research and synthesize industry developments and competitive intelligence, framing implications to inform HR strategy and executive decision-making.

Nice-to-haves

None flagged.

Application prep

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Keywords to mirror

Platform: avature
Effort: medium

Benefits

Benefits detected in the listing.

Vision