Business Operations Associate Jobs in Wyoming
Business Operations Associate jobs in Wyoming concentrate in energy, healthcare, and state government administration, with demand anchored in Cheyenne, Casper, and Laramie. Major employers with a sustained presence in the state include Wyoming Medical Center, the University of Wyoming, and Black Hills Energy, all of which maintain ongoing business operations functions. The most in-demand specialties are process improvement, vendor and contract coordination, and data reporting for compliance-heavy industries. Find a role that fits below and apply directly.
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Showing 5 of 22+ Business Operations Associate jobs
Primary City/State:
Torrington, WyomingDepartment Name:
Human Resources-HospWork Shift:
DayJob Category:
Human ResourcesGreat careers are built at Banner Health. We’re looking for the best and brightest to join our team that earned Great Place To Work® Certification™. Apply today to build your career.
The HR Business Partner position offers an exceptional opportunity to serve as a strategic member of the senior leadership team at Community Hospital Torrington, working directly alongside the CEO, CNO, and facility leaders as their trusted advisor on all people-related matters. In this role, you'll be the people champion for the hospital, with a seat at the table where organizational strategy, operational decisions, and facility-wide initiatives are shaped and implemented. What makes this position truly special is that you'll be joining an organization with an already exceptional culture and top box engagement scores. Rather than fixing broken systems, you'll have the rewarding responsibility of sustaining and enhancing what's already working well through proactive employee relations, comprehensive onboarding programs, engagement strategies, leadership development, and change management initiatives like the HRO Journey rollout.
Operating within a center of excellence model, you'll focus on the most impactful aspects of the employee experience—culture, engagement, and organizational development—while transactional functions like benefits, compensation, and payroll are handled centrally. Working in a critical access hospital environment means you'll have the opportunity to wear multiple hats and make a broad impact across the organization, with the flexibility to be comfortable with ambiguity and variety. Most importantly, you'll work directly with the CEO and senior leadership team, ensuring your voice is heard and your contributions directly influence the direction of the organization. This is a role where you can truly make a difference in people's lives while advancing your career as a strategic HR leader.
Schedule is typically Monday through Friday 8am - 5pm with occasional rounding on nights and or weekends.
POSITION SUMMARY
This position participates in driving business solutions, culture development and talent management strategies across Banner and their respective business in partnership with the broader Human Resource organization. Leverages metrics, data, and analytics for solutions that drive the business’s performance. Functions as the feedback loop to ensure HR programs are aligned with business needs. Consults and advises business leaders on broad talent issues that impact engagement, retention, and overall business performance and results.
CORE FUNCTIONS
1. Participates in planning, aligning design and own the development of critical talent management solutions to complex business situations for assigned business groups that drive performance and integration. Using knowledge of competitive strategies and tactics in developing culture, recommending development of business organizational structure, vision, and governance, and strategic workforce planning models, succession planning, guiding the capability of teams to meet strategic initiatives and other business scorecard metrics, analytics and solutions, retention and engagement, leadership development planning, change management, process redesign.
2. Plans and aligns an interactive ongoing process with leaders in the development and implementation of innovative strategies leading to positive business outcomes around the four perspectives and actively transferring best practices from/to different functions within the organization. Using a strategic mindset thinking about the collective organization, our big picture and avoiding a “silo” mentality acting as an analyst, gathering data as needed and making key decisions that drive results within assigned business units.
3. Acts as a courageous fully functioning, highly visible and influential member of the leadership team for business and communities they support. Instills trust while providing counsel and guidance demonstrating interpersonal savvy in all areas of human resource management, ensuring consideration of appropriate policies, practices and employment law consulting on how labor affects people strategy helping to maintain an environment of high retention and engagement and free of third party influence.
4. Strong and influential role model for expected Banner behaviors, particularly for those in leadership of Optimizing Organizational Talent, Shape the Future, Executive Presence, collaboration for integration across the continuum, and modeling a consumer oriented culture. Provides current, direct, complete, and actionable positive and constructive feedback to others, facing people problems quickly and directly-regardless of who is involved and what the situation may be not being afraid to take negative action when necessary.
5. Builds effective high performing teams acting as the lead responsible for creating appropriate solutions while building strong business relationships, continuously but collaboratively representing the proactive business perspective in the design, two way communication, and implementation of all HR programs with other segments of the HR team. Effectively assesses organizational talent helping others to do the same in an aim to ultimately drive positive outcomes for the organization.
6. May plan and align HR strategies for merger and acquisition activity within assigned business units and communities that promotes cultural integration for Banner.
7. Ability to excel in a highly matrixed organization to establish performance measures, assess and evaluate operations, and work with leadership to assure efficient and effective delivery of clinical and non-clinical services that drive us to an integrated delivery network.
8. The position promotes system consistency while addressing unique business issues for assigned business groups. This position requires the skill to influence management at all levels in the creation of an environment of choice in a fast paced environment. This role faces unpredictable situations that may have significant financial and exposure for Banner’s brand. This role may be responsible for coordinating services with other administrators, internal legal counsel, executives, and other staff. This position has constant contact with leaders, staff members, division and department heads, and medical staff that drives system integration. Customers of this position are both internal and external, including leadership, staff, physicians, medical staff, regulatory agencies, and community partners.
Performs all functions according to established policies, procedures, regulatory and accreditation requirements, as well as applicable professional standards. Provides all customers of Banner Health with an excellent service experience by consistently demonstrating our core and leader behaviors each and every day.
NOTE: The core functions are intended to describe the general content of and requirements of this position and are not intended to be an exhaustive statement of duties. Specific tasks or responsibilities will be documented as outlined by the incumbent's immediate manager.
SUPERVISORY RESPONSIBILITIES
DIRECTLY REPORTING
None
MATRIX OR INDIRECT REPORTING
N/A
TYPE OF SUPERVISORY RESPONSIBILITIES
None
Banner Health Leadership will strive to uphold the mission, values, and purpose of the organization. They will serve as role models for staff and act in a people-centered, service excellence-focused, and results-oriented manner.
PHYSICAL DEMANDS/ENVIRONMENT FACTORS
OE - Typical Office Environment: (Accountant, Administrative Assistant, Consultant, Program Manager)
Requires extensive sitting with periodic standing and walking.
May be required to lift up to 20 pounds.
Requires significant use of personal computer, phone and general office equipment.
Needs adequate visual acuity, ability to grasp and handle objects.
Needs ability to communicate effectively through reading, writing, and speaking in person or on telephone.
May require off-site travel.
MINIMUM QUALIFICATIONS
Strong knowledge of human resources and business as normally obtained through the completion of a Bachelor’s Degree in Business, Human Resources Management or related discipline.
Requires extensive knowledge and background in talent development, talent acquisition, retention/engagement, and coaching. Also an operating knowledge in the areas of planning, developing, training, budgeting and organizing programs and services, typically acquired through a minimum of three years of progressively responsible human resources management experience is essential. Extensive experience in a large, complex, highly-matrixed, multi-site organization staffed by professionals in multiple disciples. Proven experience in leading best-in-class HR organizational practices. Experience in organizational settings comprised of diverse missions and economic drivers. Knowledge and thorough understanding of rules and regulations governing employment law and the health care business. Skilled in leading a best-in-class HR organization and practices; effectively handling multiple conflicting assignments, demands, and priorities with great attention to detail;. Excellent human relations, organizational and communication skills are essential. Demonstrates conflict management skills tactfully navigating and advocating while building trust and bringing clarity to conversations. Has an understanding of the business strategy and overall vision of the organization, practicing at the top of their capability.
Possesses strong business acumen, knows how the businesses works and is knowledgeable in current and possible future policies, practices, trends, technology, and information affecting the organization as a whole. Leadership style and characteristics necessary to effectively perform in this role include: strong work ethic; results-oriented; persuasive and influential; inspirational; able to make rational decisions in complex and ambiguous situations; highly visible; honorable; self-confident and humble; systems-thinker; innovative; life-long learner; courageous; high-energy; integrity; collaborator; ability to work with diverse stakeholders; strong listener; values multiple disciplines and diversity; and passionate about continuously improving and providing high quality care and service excellence to consumers and employees.
Employees working at Banner Behavioral Health Hospital must possess an Arizona Fingerprint Clearance Card at the time of hire and maintain the card for the duration of their employment. An Arizona Criminal History Affidavit must be signed upon hire.
PREFERRED QUALIFICATIONS
Senior Professional in Human Resources (SPHR) certification preferred. Master's Degree preferred.
Additional related education and/or experience preferred.
DATE APPROVED 03/30/2025
EEO Statement:
EEO/Disabled/Veterans
Our organization supports a drug-free work environment.
Privacy Policy:
Privacy Policy
Primary City/State:
Torrington, WyomingDepartment Name:
Human Resources-HospWork Shift:
DayJob Category:
Human ResourcesGreat careers are built at Banner Health. We’re looking for the best and brightest to join our team that earned Great Place To Work® Certification™. Apply today to build your career.
The HR Business Partner position offers an exceptional opportunity to serve as a strategic member of the senior leadership team at Community Hospital Torrington, working directly alongside the CEO, CNO, and facility leaders as their trusted advisor on all people-related matters. In this role, you'll be the people champion for the hospital, with a seat at the table where organizational strategy, operational decisions, and facility-wide initiatives are shaped and implemented. What makes this position truly special is that you'll be joining an organization with an already exceptional culture and top box engagement scores. Rather than fixing broken systems, you'll have the rewarding responsibility of sustaining and enhancing what's already working well through proactive employee relations, comprehensive onboarding programs, engagement strategies, leadership development, and change management initiatives like the HRO Journey rollout.
Operating within a center of excellence model, you'll focus on the most impactful aspects of the employee experience—culture, engagement, and organizational development—while transactional functions like benefits, compensation, and payroll are handled centrally. Working in a critical access hospital environment means you'll have the opportunity to wear multiple hats and make a broad impact across the organization, with the flexibility to be comfortable with ambiguity and variety. Most importantly, you'll work directly with the CEO and senior leadership team, ensuring your voice is heard and your contributions directly influence the direction of the organization. This is a role where you can truly make a difference in people's lives while advancing your career as a strategic HR leader.
Schedule is typically Monday through Friday 8am - 5pm with occasional rounding on nights and or weekends.
POSITION SUMMARY
This position participates in driving business solutions, culture development and talent management strategies across Banner and their respective business in partnership with the broader Human Resource organization. Leverages metrics, data, and analytics for solutions that drive the business’s performance. Functions as the feedback loop to ensure HR programs are aligned with business needs. Consults and advises business leaders on broad talent issues that impact engagement, retention, and overall business performance and results.
CORE FUNCTIONS
1. Participates in planning, aligning design and own the development of critical talent management solutions to complex business situations for assigned business groups that drive performance and integration. Using knowledge of competitive strategies and tactics in developing culture, recommending development of business organizational structure, vision, and governance, and strategic workforce planning models, succession planning, guiding the capability of teams to meet strategic initiatives and other business scorecard metrics, analytics and solutions, retention and engagement, leadership development planning, change management, process redesign.
2. Plans and aligns an interactive ongoing process with leaders in the development and implementation of innovative strategies leading to positive business outcomes around the four perspectives and actively transferring best practices from/to different functions within the organization. Using a strategic mindset thinking about the collective organization, our big picture and avoiding a “silo” mentality acting as an analyst, gathering data as needed and making key decisions that drive results within assigned business units.
3. Acts as a courageous fully functioning, highly visible and influential member of the leadership team for business and communities they support. Instills trust while providing counsel and guidance demonstrating interpersonal savvy in all areas of human resource management, ensuring consideration of appropriate policies, practices and employment law consulting on how labor affects people strategy helping to maintain an environment of high retention and engagement and free of third party influence.
4. Strong and influential role model for expected Banner behaviors, particularly for those in leadership of Optimizing Organizational Talent, Shape the Future, Executive Presence, collaboration for integration across the continuum, and modeling a consumer oriented culture. Provides current, direct, complete, and actionable positive and constructive feedback to others, facing people problems quickly and directly-regardless of who is involved and what the situation may be not being afraid to take negative action when necessary.
5. Builds effective high performing teams acting as the lead responsible for creating appropriate solutions while building strong business relationships, continuously but collaboratively representing the proactive business perspective in the design, two way communication, and implementation of all HR programs with other segments of the HR team. Effectively assesses organizational talent helping others to do the same in an aim to ultimately drive positive outcomes for the organization.
6. May plan and align HR strategies for merger and acquisition activity within assigned business units and communities that promotes cultural integration for Banner.
7. Ability to excel in a highly matrixed organization to establish performance measures, assess and evaluate operations, and work with leadership to assure efficient and effective delivery of clinical and non-clinical services that drive us to an integrated delivery network.
8. The position promotes system consistency while addressing unique business issues for assigned business groups. This position requires the skill to influence management at all levels in the creation of an environment of choice in a fast paced environment. This role faces unpredictable situations that may have significant financial and exposure for Banner’s brand. This role may be responsible for coordinating services with other administrators, internal legal counsel, executives, and other staff. This position has constant contact with leaders, staff members, division and department heads, and medical staff that drives system integration. Customers of this position are both internal and external, including leadership, staff, physicians, medical staff, regulatory agencies, and community partners.
Performs all functions according to established policies, procedures, regulatory and accreditation requirements, as well as applicable professional standards. Provides all customers of Banner Health with an excellent service experience by consistently demonstrating our core and leader behaviors each and every day.
NOTE: The core functions are intended to describe the general content of and requirements of this position and are not intended to be an exhaustive statement of duties. Specific tasks or responsibilities will be documented as outlined by the incumbent's immediate manager.
SUPERVISORY RESPONSIBILITIES
DIRECTLY REPORTING
None
MATRIX OR INDIRECT REPORTING
N/A
TYPE OF SUPERVISORY RESPONSIBILITIES
None
Banner Health Leadership will strive to uphold the mission, values, and purpose of the organization. They will serve as role models for staff and act in a people-centered, service excellence-focused, and results-oriented manner.
PHYSICAL DEMANDS/ENVIRONMENT FACTORS
OE - Typical Office Environment: (Accountant, Administrative Assistant, Consultant, Program Manager)
Requires extensive sitting with periodic standing and walking.
May be required to lift up to 20 pounds.
Requires significant use of personal computer, phone and general office equipment.
Needs adequate visual acuity, ability to grasp and handle objects.
Needs ability to communicate effectively through reading, writing, and speaking in person or on telephone.
May require off-site travel.
MINIMUM QUALIFICATIONS
Strong knowledge of human resources and business as normally obtained through the completion of a Bachelor’s Degree in Business, Human Resources Management or related discipline.
Requires extensive knowledge and background in talent development, talent acquisition, retention/engagement, and coaching. Also an operating knowledge in the areas of planning, developing, training, budgeting and organizing programs and services, typically acquired through a minimum of three years of progressively responsible human resources management experience is essential. Extensive experience in a large, complex, highly-matrixed, multi-site organization staffed by professionals in multiple disciples. Proven experience in leading best-in-class HR organizational practices. Experience in organizational settings comprised of diverse missions and economic drivers. Knowledge and thorough understanding of rules and regulations governing employment law and the health care business. Skilled in leading a best-in-class HR organization and practices; effectively handling multiple conflicting assignments, demands, and priorities with great attention to detail;. Excellent human relations, organizational and communication skills are essential. Demonstrates conflict management skills tactfully navigating and advocating while building trust and bringing clarity to conversations. Has an understanding of the business strategy and overall vision of the organization, practicing at the top of their capability.
Possesses strong business acumen, knows how the businesses works and is knowledgeable in current and possible future policies, practices, trends, technology, and information affecting the organization as a whole. Leadership style and characteristics necessary to effectively perform in this role include: strong work ethic; results-oriented; persuasive and influential; inspirational; able to make rational decisions in complex and ambiguous situations; highly visible; honorable; self-confident and humble; systems-thinker; innovative; life-long learner; courageous; high-energy; integrity; collaborator; ability to work with diverse stakeholders; strong listener; values multiple disciplines and diversity; and passionate about continuously improving and providing high quality care and service excellence to consumers and employees.
Employees working at Banner Behavioral Health Hospital must possess an Arizona Fingerprint Clearance Card at the time of hire and maintain the card for the duration of their employment. An Arizona Criminal History Affidavit must be signed upon hire.
PREFERRED QUALIFICATIONS
Senior Professional in Human Resources (SPHR) certification preferred. Master's Degree preferred.
Additional related education and/or experience preferred.
DATE APPROVED 03/30/2025
EEO Statement:
EEO/Disabled/Veterans
Our organization supports a drug-free work environment.
Privacy Policy:
Privacy Policy
See All 22 Business Operations Associate Jobs in Wyoming
Find roles in Wyoming that match your experience and apply in just a few clicks.
Find JobsBusiness Operations Associate Jobs by City in Wyoming
Where Wyoming roles are concentrated, by current openings.
Business Operations Associate Job Market in Wyoming
A snapshot from current Wyoming openings, updated as new roles post.
Who's Hiring
Top Industries Hiring
- Healthcare & Medical Services
- Manufacturing
What Wyoming Employers Look For
The qualifications that appear most often in business operations associate jobs across Wyoming.
- Bachelor's degree in business administration, operations management, or a related field
- One to three years of experience in business operations, project coordination, or administrative analysis
- Proficiency in spreadsheet software and enterprise resource planning or operations management tools
- Strong written and verbal communication skills for cross-functional reporting and stakeholder updates
- Demonstrated ability to manage multiple priorities, deadlines, and workflows simultaneously
- Familiarity with compliance documentation, vendor contracts, or budget tracking in regulated industries
Business Operations Associate Jobs in Wyoming: Frequently Asked Questions
How do you become a business operations associate in Wyoming?
Most Wyoming employers require a bachelor's degree in business administration, operations, or a closely related field. The role carries no state-issued license in Wyoming, so the hiring path centers on education and demonstrated experience. Candidates who build familiarity with Wyoming's dominant industries, particularly energy, healthcare, and state government, and who can show experience with compliance documentation or data reporting, move fastest through hiring processes at major Wyoming employers.
Which companies hire business operations associates in Wyoming?
Employers hiring business operations associates in Wyoming right now include Spectrum, CVS Health, and Banner Health, based on current listings on Migrate Mate as of July 2026. Wyoming's energy sector, state government agencies, and anchor institutions like the University of Wyoming consistently generate the most sustained volume of openings in this role.
Which Wyoming cities have the most business operations associate jobs?
Cheyenne, Wyoming, and Gillette hold the most business operations associate openings in Wyoming. Cheyenne leads as the state capital and home to state agency headquarters and regional corporate offices, while Casper's energy industry concentration and Laramie's University of Wyoming campus generate consistent demand across operations support and administrative analysis functions.
Are there remote business operations associate jobs in Wyoming?
Yes, and they're reasonably common given the desk-based and analytical nature of the role. About 60% of business operations associate openings tied to Wyoming are remote or hybrid as of July 2026, reflecting how much of the work involves reporting, coordination, and data management rather than on-site presence. The functions most frequently offered as remote are data analysis, vendor communication, and process documentation.
How can I get hired as a business operations associate in Wyoming with little or no experience?
The most realistic entry path is applying to administrative coordinator or operations assistant roles at large Wyoming employers such as state agencies, Wyoming Medical Center, or the University of Wyoming, which regularly bring in early-career candidates. Lateral moves from roles in office administration, customer service coordination, or data entry build directly transferable skills. A business-related degree or an entry-level project management credential strengthens any application without requiring prior operations titles.
Where can I find and apply to business operations associate jobs in Wyoming?
You can find and apply to business operations associate jobs in Wyoming on Migrate Mate, which lists current Wyoming openings across industries and experience levels. Find the roles that fit your background and apply directly to the ones that match.
See All 22 Business Operations Associate Jobs in Wyoming
Find roles in Wyoming that match your experience and apply in just a few clicks.
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