HR Operations Analyst Jobs
HR Operations Analyst jobs are open across healthcare, financial services, technology, and manufacturing, from entry-level to senior and manager, with specializations in HRIS administration, workforce analytics, and benefits operations. Find a role that fits from the openings below and apply directly.
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Showing 5 of 241+ HR Operations Analyst jobs
Job Title
AOC HR Data Analyst
Division/Department
AOC, Human Resources Division
Closing Date
September 30, 2026
Location
Administrative Office of the Courts
187 Harry S. Truman Parkway Annapolis, MD 21401
Salary
$86,658
FLSA Status
Exempt
At Will
No
Position Type
Fulltime
The Maryland Judiciary offers a generous benefit package including medical, dental, vision, life insurance, paid time off, paid holidays, tuition assistance, continuing education programs, employee assistance programs, and State Retirement and Pension plans. Telework, up to 2 days per week, may also be available. Telework eligibility is based on job functions and the approval of the Administrative Head.
Maryland Judiciary Benefits (mdcourts.gov)
About the Maryland Court System | Maryland Courts (mdcourts.gov)
salaryrangesfy27.pdf
Financial Disclosure: As a state employee, you may be required to file an annual Financial Disclosure with the State Ethics Commission. If you are required to file, you will be notified by the Judiciary Human Resources Division and must file within 30 days of employment and no later than April 30th of each subsequent calendar year.
Essential Job Functions:
The AOC HR Data Analyst provides support to the Assistant State Court Administrator- Human Resources and Deputy Director of Human Resources to develop, implement, and assist with the coordination of organizational development. This position serves as a primary contact for strategic planning and a resource for information pertaining to each unit within Human Resources, which include Employee Relations and Compliance; Benefits and Compensation; HRIS Administration; Talent Acquisition; and Judicial Services, and Information Privacy. The incumbent of this position also supports projects from each unit, ensuring the scope of work is met and there is solution driven work for tasks. The day-to-day tasks include but are not limited to organizing data, developing proposals, communicating with internal and external stakeholders, and implementing process improvement initiatives for Human Resources.
Essential Duties and Responsibilities:
Conducts independent business analysis from a human resources perspective for the Maryland Judiciary.
Generates and compiles monthly metrics and analytics and assess data to support the strategic initiatives of the Assistant State Court Administrator- Human Resources and Deputy Director, Human Resources.
Analyzes internal HR processes, procedures, and resources for HR staff.
Coordinates the design and implementation of proactive initiatives, action plans, programs, and training for HR staff.
Analyzes data for external departments within the Administrative Office of the Courts and provides updates.
Works closely with Research and Analysis for reports needed for the State Court Administrator.
Create data dashboards in HRIS system for Human Resources and State Court Administrator to review.
Assists in the development of plans impacting various internal and external stakeholders.
Assists Assistant State Court Administrator- Human Resources and Deputy Director with special projects that impact on the organization (i.e., salary scale updates, financial disclosures, employee engagement initiatives, benefits, employee relations matters)
Collaborate and recommend to HR leadership the development of retention methods based on analysis of information.
Meets with HR leadership and external stakeholders to develop methods to analyze employee engagement and retention methods.
Recommends new initiatives for employee programs.
Assists with project management and development for employee programs.
Review trends and collaborate with teams to execute communications for organizational development.
Develops surveys and works in conjunction with Research and Analysis to analyze data and methodologies to apply for retention purposes.
Monitors communication with external stakeholders to identify proactive approaches and recommend interventions as appropriate.
Implement data dashboards to be used for internal and external factors regarding employee retention and engagement.
Provides Judiciary-wide PIN management in concert with Benefits and Compensation, Talent Acquisition, and Budget.
Completes weekly reports for the active and vacant position reports and distribute to the appropriate parties.
Independently completes the Judiciary Vacancy report to be reviewed by HR leadership and the State Court Administrator.
Reviews the PIN distribution throughout the Judiciary and recommends position changes to align with the strategic initiatives.
Direct support to HR Leadership and Managers of HR Units
Assists Assistant State Court Administrator- HR and Deputy Director HR with identifying legislature impacts pertinent to Human Resources (such as FAMLI, Workplace Violence, leave programs).
Monitor communications with external stakeholders to identify proactive approaches and recommend interventions as appropriate.
Provides direct support as needed for technical assistance within each HR unit.
Gathers and coordinates data associated with data requests from various entities internal and external to the Judiciary.
Assists with research and coordination efforts on various projects related judges, judicial officers, and employees.
Perform other duties as assigned by Assistant State Court Administrator, HR and Deputy Director.
Minimum Qualifications:
Education: Bachelor?s degree from an accredited college or university.
Experience: Three (3) years of professional human resources experience. One (1) year with data analytics experience.
Preferred: (1) year of extensive use in Microsoft Excel.
Note: Additional professional human resources experience as defined above may be substituted on a year-for-year basis for up to four (4) years of the required education.
Knowledge, Skills, and Abilities:
Knowledge of:
Human resources policies and procedures, and federal, state, and other applicable human resources related laws, rules, regulations, and ordinances specifically related to employment, benefits, and retirements.
Policies and practices of the Maryland Judiciary.
The use and application of Human Resource Information Systems.
Human resources unit roles and responsibilities.
Techniques used in collecting, tabulating, evaluating, and presenting data.
Word processing, databases, spreadsheet, and graphic computer software applications.
Human resources management theories, policies, and practices.
Analytical procedures and techniques used in organizing and conducting studies and analyses of jobs, organizations, work methods, programs, and operations.
Skill in:
Analyzing data to ensure system integrity.
Troubleshooting to resolve issues.
Running and monitoring system processes to update employee records and other business processes.
Using Microsoft Office products to include, but not limited to Excel, Word, PowerPoint, Outlook, etc.
Ability to:
Interpret and apply policies, procedures, regulations, and laws.
Develop, implement, and administer policies and procedures for effective and efficient HR programs and services.
Independently identify, respond to, and resolve management issues, concerns, and needs related to HRIS.
Analyze problems, identify alternative solutions and exercise good judgment, flexibility, creativity, and sensitivity.
Apply and demonstrate strong analytical and organizational skills.
Provide guidance and accurate information to managers, staff, and administrative heads.
Maintain a harmonious and effective working relationship with supervisors, subordinates, public officials, and the general public.
Plan, develop, and execute activities and functions in assigned program areas.
Coordinate work with other Human Resources units, court locations, and external departments and agencies.
Communicate effectively in writing and orally, including presenting information to large groups.
Operate a personal computer.
Perform all essential functions of the position.
Physical Requirements:
Sedentary work. Exerting up to 10 pounds of force occasionally and/or negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects, including the human body. Sedentary work involves sitting most of the time. Jobs are sedentary if walking and standing are required only occasionally and all other sedentary criteria are met.
Equipment, Machinery and Tools:
Desktop and general office equipment.
Software and Computer Skills:
PeopleSoft based HRIS. Microsoft Office products ? Word, Excel, and Outlook, process mapping software.
Selection Process:
Your application package will be used to determine your eligibility, qualifications, and ranking for this position. If you are determined to be ineligible or not qualified, your application will receive no further consideration. It is essential that you provide complete and accurate information on your application. Please report all related education, experience, dates, and hours of work. If you have held more than one (1) position at the same employer, you must list each position that you held, the length of time that you held each position, and the corresponding duties. Description of duties that state, "see resume" will negatively impact consideration for this position. Applicants will not be contacted for additional information. Only applicants considered for this position will be contacted.
Complete applications must be submitted by the closing date. Information submitted after this date will not be added. Incomplete applications will not be accepted. Resumes will not be accepted in lieu of a completed application.
For further information please contact Talent Acquisition at aocta@mdcourts.gov.
Job Title
AOC HR Data Analyst
Division/Department
AOC, Human Resources Division
Closing Date
September 30, 2026
Location
Administrative Office of the Courts
187 Harry S. Truman Parkway Annapolis, MD 21401
Salary
$86,658
FLSA Status
Exempt
At Will
No
Position Type
Fulltime
The Maryland Judiciary offers a generous benefit package including medical, dental, vision, life insurance, paid time off, paid holidays, tuition assistance, continuing education programs, employee assistance programs, and State Retirement and Pension plans. Telework, up to 2 days per week, may also be available. Telework eligibility is based on job functions and the approval of the Administrative Head.
Maryland Judiciary Benefits (mdcourts.gov)
About the Maryland Court System | Maryland Courts (mdcourts.gov)
salaryrangesfy27.pdf
Financial Disclosure: As a state employee, you may be required to file an annual Financial Disclosure with the State Ethics Commission. If you are required to file, you will be notified by the Judiciary Human Resources Division and must file within 30 days of employment and no later than April 30th of each subsequent calendar year.
Essential Job Functions:
The AOC HR Data Analyst provides support to the Assistant State Court Administrator- Human Resources and Deputy Director of Human Resources to develop, implement, and assist with the coordination of organizational development. This position serves as a primary contact for strategic planning and a resource for information pertaining to each unit within Human Resources, which include Employee Relations and Compliance; Benefits and Compensation; HRIS Administration; Talent Acquisition; and Judicial Services, and Information Privacy. The incumbent of this position also supports projects from each unit, ensuring the scope of work is met and there is solution driven work for tasks. The day-to-day tasks include but are not limited to organizing data, developing proposals, communicating with internal and external stakeholders, and implementing process improvement initiatives for Human Resources.
Essential Duties and Responsibilities:
Conducts independent business analysis from a human resources perspective for the Maryland Judiciary.
Generates and compiles monthly metrics and analytics and assess data to support the strategic initiatives of the Assistant State Court Administrator- Human Resources and Deputy Director, Human Resources.
Analyzes internal HR processes, procedures, and resources for HR staff.
Coordinates the design and implementation of proactive initiatives, action plans, programs, and training for HR staff.
Analyzes data for external departments within the Administrative Office of the Courts and provides updates.
Works closely with Research and Analysis for reports needed for the State Court Administrator.
Create data dashboards in HRIS system for Human Resources and State Court Administrator to review.
Assists in the development of plans impacting various internal and external stakeholders.
Assists Assistant State Court Administrator- Human Resources and Deputy Director with special projects that impact on the organization (i.e., salary scale updates, financial disclosures, employee engagement initiatives, benefits, employee relations matters)
Collaborate and recommend to HR leadership the development of retention methods based on analysis of information.
Meets with HR leadership and external stakeholders to develop methods to analyze employee engagement and retention methods.
Recommends new initiatives for employee programs.
Assists with project management and development for employee programs.
Review trends and collaborate with teams to execute communications for organizational development.
Develops surveys and works in conjunction with Research and Analysis to analyze data and methodologies to apply for retention purposes.
Monitors communication with external stakeholders to identify proactive approaches and recommend interventions as appropriate.
Implement data dashboards to be used for internal and external factors regarding employee retention and engagement.
Provides Judiciary-wide PIN management in concert with Benefits and Compensation, Talent Acquisition, and Budget.
Completes weekly reports for the active and vacant position reports and distribute to the appropriate parties.
Independently completes the Judiciary Vacancy report to be reviewed by HR leadership and the State Court Administrator.
Reviews the PIN distribution throughout the Judiciary and recommends position changes to align with the strategic initiatives.
Direct support to HR Leadership and Managers of HR Units
Assists Assistant State Court Administrator- HR and Deputy Director HR with identifying legislature impacts pertinent to Human Resources (such as FAMLI, Workplace Violence, leave programs).
Monitor communications with external stakeholders to identify proactive approaches and recommend interventions as appropriate.
Provides direct support as needed for technical assistance within each HR unit.
Gathers and coordinates data associated with data requests from various entities internal and external to the Judiciary.
Assists with research and coordination efforts on various projects related judges, judicial officers, and employees.
Perform other duties as assigned by Assistant State Court Administrator, HR and Deputy Director.
Minimum Qualifications:
Education: Bachelor?s degree from an accredited college or university.
Experience: Three (3) years of professional human resources experience. One (1) year with data analytics experience.
Preferred: (1) year of extensive use in Microsoft Excel.
Note: Additional professional human resources experience as defined above may be substituted on a year-for-year basis for up to four (4) years of the required education.
Knowledge, Skills, and Abilities:
Knowledge of:
Human resources policies and procedures, and federal, state, and other applicable human resources related laws, rules, regulations, and ordinances specifically related to employment, benefits, and retirements.
Policies and practices of the Maryland Judiciary.
The use and application of Human Resource Information Systems.
Human resources unit roles and responsibilities.
Techniques used in collecting, tabulating, evaluating, and presenting data.
Word processing, databases, spreadsheet, and graphic computer software applications.
Human resources management theories, policies, and practices.
Analytical procedures and techniques used in organizing and conducting studies and analyses of jobs, organizations, work methods, programs, and operations.
Skill in:
Analyzing data to ensure system integrity.
Troubleshooting to resolve issues.
Running and monitoring system processes to update employee records and other business processes.
Using Microsoft Office products to include, but not limited to Excel, Word, PowerPoint, Outlook, etc.
Ability to:
Interpret and apply policies, procedures, regulations, and laws.
Develop, implement, and administer policies and procedures for effective and efficient HR programs and services.
Independently identify, respond to, and resolve management issues, concerns, and needs related to HRIS.
Analyze problems, identify alternative solutions and exercise good judgment, flexibility, creativity, and sensitivity.
Apply and demonstrate strong analytical and organizational skills.
Provide guidance and accurate information to managers, staff, and administrative heads.
Maintain a harmonious and effective working relationship with supervisors, subordinates, public officials, and the general public.
Plan, develop, and execute activities and functions in assigned program areas.
Coordinate work with other Human Resources units, court locations, and external departments and agencies.
Communicate effectively in writing and orally, including presenting information to large groups.
Operate a personal computer.
Perform all essential functions of the position.
Physical Requirements:
Sedentary work. Exerting up to 10 pounds of force occasionally and/or negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects, including the human body. Sedentary work involves sitting most of the time. Jobs are sedentary if walking and standing are required only occasionally and all other sedentary criteria are met.
Equipment, Machinery and Tools:
Desktop and general office equipment.
Software and Computer Skills:
PeopleSoft based HRIS. Microsoft Office products ? Word, Excel, and Outlook, process mapping software.
Selection Process:
Your application package will be used to determine your eligibility, qualifications, and ranking for this position. If you are determined to be ineligible or not qualified, your application will receive no further consideration. It is essential that you provide complete and accurate information on your application. Please report all related education, experience, dates, and hours of work. If you have held more than one (1) position at the same employer, you must list each position that you held, the length of time that you held each position, and the corresponding duties. Description of duties that state, "see resume" will negatively impact consideration for this position. Applicants will not be contacted for additional information. Only applicants considered for this position will be contacted.
Complete applications must be submitted by the closing date. Information submitted after this date will not be added. Incomplete applications will not be accepted. Resumes will not be accepted in lieu of a completed application.
For further information please contact Talent Acquisition at aocta@mdcourts.gov.
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Find HR Operations Analyst JobsHR Operations Analyst Job Market
Who's Hiring
Top Industries Hiring
- Technology & Software
- Electronics & Hardware
- Construction & Real Estate
- Education
- Automotive
What Employers Look For
The qualifications that appear most often in HR operations analyst jobs.
- Hands-on experience administering an HRIS platform such as Workday, SAP SuccessFactors, or ADP
- Proficiency in Excel or Google Sheets for workforce data analysis and reporting
- Bachelor's degree in human resources, business administration, or a related field
- Familiarity with benefits administration, payroll processing, or employee lifecycle workflows
- Experience maintaining data accuracy, running audits, and supporting HR compliance requirements
- PHR, SHRM-CP, or equivalent HR certification preferred for mid-level and senior openings
Tips for Your HR Operations Analyst Job Search
Quantify your HRIS configuration work
Recruiters for hr operations analyst roles scan for evidence of system ownership, not just usage. Call out specific modules you configured, automated, or audited in Workday, SAP SuccessFactors, or ADP, and attach a measurable outcome to each change.
Filter openings by system stack first
HR operations teams are rarely platform-agnostic, so applying to a Ceridian shop when your experience is all Workday wastes everyone's time. Match the HRIS listed in each job posting to your hands-on experience before you apply.
Apply early to roles that fit
Migrate Mate lists hr operations analyst openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Translate compliance work into risk language
HR operations analysts who frame their audit and data-integrity experience as risk reduction tend to advance further in interviews. Describe how your process changes caught errors before payroll ran or before an audit, not just that you ran reports.
Prepare a data-pull walkthrough for interviews
Many hr operations analyst interviews include a live or take-home exercise involving a workforce dataset. Practice narrating your logic aloud as you clean, join, or pivot data, because interviewers evaluate your reasoning process, not just your output.
Negotiate scope before title in counter-offers
HR operations roles vary widely in what they actually own. Before countering on compensation, clarify which systems and processes the role controls, because an analyst seat with direct system-admin access is structurally different from one that routes all changes through IT.
HR Operations Analyst Jobs: Frequently Asked Questions
Which companies are hiring the most hr operations analysts?
The companies hiring the most hr operations analysts right now include NYS Unified Court System, Intuit, and EY, with the largest share of openings in California, Texas, and New York, based on current listings on Migrate Mate as of September 2026. Demand tends to be highest at companies undergoing HRIS migrations, mergers, or significant headcount growth.
How many hr operations analyst jobs are remote?
About 73% of hr operations analyst openings are fully remote or hybrid as of September 2026, making it one of the more flexible HR roles available. Sub-areas focused on HRIS reporting, data integrity, and benefits analytics tend to attract the highest share of remote postings, while roles tied to onboarding coordination or office-based payroll processing are more likely to require on-site presence.
How do you become an hr operations analyst?
Start by earning a bachelor's degree in human resources, business, or a related field, then gain hands-on exposure to an HRIS platform through an HR coordinator, benefits, or payroll assistant role. Build your data skills in Excel or a similar tool, pursue a SHRM-CP or PHR certification to signal commitment to the profession, and document specific process improvements or system configurations you owned before applying to analyst-level openings.
Can you get hired as an hr operations analyst with little experience?
Entry into hr operations analyst roles is realistic if you can demonstrate HRIS exposure and data competency even without a formal analyst title. Candidates who have administered any module in Workday, ADP, or a comparable platform during an internship or coordinator role, and who can walk through a data cleanup or audit they completed, tend to compete well against other early-career applicants. Targeting smaller companies or those mid-HRIS implementation often opens doors faster.
What does the hr operations analyst interview process look like?
Most hr operations analyst interview processes move through a recruiter screen focused on HRIS background and tools, a hiring manager conversation covering how you've handled data integrity issues or process gaps, and a panel or technical round that may include a take-home exercise with a workforce dataset or a scenario about a payroll discrepancy. Final rounds often involve a cross-functional stakeholder who evaluates how you communicate findings to non-HR audiences.
Where can I find and apply to hr operations analyst jobs?
You can find and apply to hr operations analyst jobs on Migrate Mate, which lists current openings from across the United States. Find roles that match your HRIS background and experience level, then apply directly to each listing.
See All 241+ HR Operations Analyst Jobs
Find roles that match your experience and apply in just a few clicks.
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