Mid Level HR Operations Analyst Jobs
Mid level hr operations analyst jobs go to professionals ready to own HR process improvement initiatives, influence cross-functional decisions, and guide junior colleagues without waiting for direction. Openings are spread across on-site, hybrid, and remote settings in Insurance, Healthcare & Medical Services, and Technology & Software, with employers like CVS Health, Skydio, and Stifel hiring at this level now.
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Showing 5 of 24+ Mid Level HR Operations Analyst jobs
City/State:
Eastchester, New YorkDepartment:
WPH Human Resources and Organizational DevelopmentWork Shift:
DayWork Days:
MON-FRIScheduled Hours:
DayHours Per Pay Period:
75Sign On Bonus:
nonePay Rate/Range:
$88,432.63-$124,648.94
Job Summary
The Senior Compensation and HR Analyst administers, analyzes, and maintains competitive healthcare compensation programs utilizing Workday and JDXpert. This role serves as the structural gatekeeper for the hospital's job architecture, market benchmarking, and salary administration workflows. The analyst provides data-driven total rewards solutions and ensures data integrity across JDXpert and Workday.
Essential Functions
- Understands and adheres to the WPH Performance Standards, Policies and Behaviors
- Conduct structural leveling, internal equity reviews, and FLSA exemption audits on new or modified profiles within JDXpert.
- Model, maintain, and administer structured wage scales and seniority and experience-based step-progression programs.
- Collaborate with HR Leads to ensure hiring ranges published in job postings comply with state/local pay disclosure laws.
- Interpret Collective Bargaining Agreements (CBAs) to align union scale progression with contract updates.
- Plays key role in planning for the annual merit review cycle.
- Manage non-union step matrices, ensuring compliance, tracking, and structural consistency between representation groups.
- Map job frameworks to healthcare-specific salary surveys (e.g., SullivanCotter, MGMA) to model the financial impact of salary range adjustments.
- Works in partnership with Montefiore to maintain our job catalog in JDXpert and Workday.
- Configure compensation packages, eligibility rules, grade profiles, and premium pay structures (shift differentials, charge pay, on-call pay).
- Monitor and audit data between JDXpert and Workday. Ensure seamless mapping between JDXpert "Parent/Child Jobs" and Workday "Job Profiles/Positions," resolving any errors.
- Lead regular structured internal equity audits to identify wage discrepancies.
- Build custom reports and dashboards in Workday to track compa-ratios, pay compression, and turnover trends. Performs all other related duties as assigned.
Qualifications
- Bachelor Degree Bachelor's degree in HR, Finance, Business, Healthcare Administration, or related field Required
- 4-6 years 3 to 5 years of professional compensation experience, with distinct exposure to a hospital network or healthcare environment Required and
- 1-3 years of direct, hands-on administrative configuration experience in Workday (Required) Required and
- 1-3 years experience in JDXpert (Preferred) Preferred and
- 1-3 years experience with Union and CBAs preferred Preferred
- Advanced Microsoft Excel capabilities (data modeling, logic formulas, pivot tables) (High proficiency)
- Experience with Microsoft Power BI preferred (Low proficiency)
- Strong understanding of clinical pay models, healthcare job structures, and premium pay variant (High proficiency)
- Understanding of federal and state and local pay equity and pay transparency mandates with proven ability to calculate and evaluate pay compression and internal equity issues (High proficiency) Proven capability to handle moderate-scale data shifts, managing mass data uploads, and utilizing Workday EIBs to implement pay adjustments without error (High proficiency)
White Plains Hospital Medical Center is an equal employment opportunity employer. White Plains Hospital Medical Center will recruit, hire, train, transfer, promote, layoff and discharge associates in all job classifications without regard to their race, color, religion, creed, national origin, alienage or citizenship status, age, gender, actual or presumed disability, history of disability, sexual orientation, gender identity, gender expression, genetic predisposition or carrier status, pregnancy, military status, marital status, or partnership status, or any other characteristic protected by law.
City/State:
Eastchester, New YorkDepartment:
WPH Human Resources and Organizational DevelopmentWork Shift:
DayWork Days:
MON-FRIScheduled Hours:
DayHours Per Pay Period:
75Sign On Bonus:
nonePay Rate/Range:
$88,432.63-$124,648.94
Job Summary
The Senior Compensation and HR Analyst administers, analyzes, and maintains competitive healthcare compensation programs utilizing Workday and JDXpert. This role serves as the structural gatekeeper for the hospital's job architecture, market benchmarking, and salary administration workflows. The analyst provides data-driven total rewards solutions and ensures data integrity across JDXpert and Workday.
Essential Functions
- Understands and adheres to the WPH Performance Standards, Policies and Behaviors
- Conduct structural leveling, internal equity reviews, and FLSA exemption audits on new or modified profiles within JDXpert.
- Model, maintain, and administer structured wage scales and seniority and experience-based step-progression programs.
- Collaborate with HR Leads to ensure hiring ranges published in job postings comply with state/local pay disclosure laws.
- Interpret Collective Bargaining Agreements (CBAs) to align union scale progression with contract updates.
- Plays key role in planning for the annual merit review cycle.
- Manage non-union step matrices, ensuring compliance, tracking, and structural consistency between representation groups.
- Map job frameworks to healthcare-specific salary surveys (e.g., SullivanCotter, MGMA) to model the financial impact of salary range adjustments.
- Works in partnership with Montefiore to maintain our job catalog in JDXpert and Workday.
- Configure compensation packages, eligibility rules, grade profiles, and premium pay structures (shift differentials, charge pay, on-call pay).
- Monitor and audit data between JDXpert and Workday. Ensure seamless mapping between JDXpert "Parent/Child Jobs" and Workday "Job Profiles/Positions," resolving any errors.
- Lead regular structured internal equity audits to identify wage discrepancies.
- Build custom reports and dashboards in Workday to track compa-ratios, pay compression, and turnover trends. Performs all other related duties as assigned.
Qualifications
- Bachelor Degree Bachelor's degree in HR, Finance, Business, Healthcare Administration, or related field Required
- 4-6 years 3 to 5 years of professional compensation experience, with distinct exposure to a hospital network or healthcare environment Required and
- 1-3 years of direct, hands-on administrative configuration experience in Workday (Required) Required and
- 1-3 years experience in JDXpert (Preferred) Preferred and
- 1-3 years experience with Union and CBAs preferred Preferred
- Advanced Microsoft Excel capabilities (data modeling, logic formulas, pivot tables) (High proficiency)
- Experience with Microsoft Power BI preferred (Low proficiency)
- Strong understanding of clinical pay models, healthcare job structures, and premium pay variant (High proficiency)
- Understanding of federal and state and local pay equity and pay transparency mandates with proven ability to calculate and evaluate pay compression and internal equity issues (High proficiency) Proven capability to handle moderate-scale data shifts, managing mass data uploads, and utilizing Workday EIBs to implement pay adjustments without error (High proficiency)
White Plains Hospital Medical Center is an equal employment opportunity employer. White Plains Hospital Medical Center will recruit, hire, train, transfer, promote, layoff and discharge associates in all job classifications without regard to their race, color, religion, creed, national origin, alienage or citizenship status, age, gender, actual or presumed disability, history of disability, sexual orientation, gender identity, gender expression, genetic predisposition or carrier status, pregnancy, military status, marital status, or partnership status, or any other characteristic protected by law.
See All 24 Mid Level HR Operations Analyst Jobs
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Find JobsMid Level HR Operations Analyst Job Market
Who's Hiring
- CVS Health14
- Skydio1
- Stifel1
- Twilio1
- Fanatics1
Top Industries Hiring
- Insurance14
- Healthcare & Medical Services3
- Technology & Software2
- Retail1
- Education1
Mid Level HR Operations Analyst Jobs: Frequently Asked Questions
How do I get a mid level hr operations analyst job?
Position yourself around ownership, not just execution. Highlight projects where you drove a process change, managed an HRIS implementation, or improved data accuracy without heavy supervision. Tailor your resume to show measurable outcomes, name the systems you have administered, and frame your HR analytics experience as business-facing rather than purely administrative. Recruiters at this level want proof you can run a workstream, not just support one.
Which companies hire mid level hr operations analysts?
Companies hiring mid level hr operations analysts right now include CVS Health, Skydio, and Stifel, based on current listings on Migrate Mate as of November 2026. Hiring at this level tends to concentrate in organizations scaling their people operations, modernizing HRIS platforms, or building out shared-services HR functions that need analysts capable of working independently.
Are there remote mid level hr operations analyst jobs?
Yes, though availability varies by employer and function. About 38% of mid level hr operations analyst openings are remote or hybrid as of November 2026, reflecting strong demand for analysts who can manage HR systems and reporting without being on-site daily. Roles tied to employee relations or onboarding coordination tend to skew more hybrid than fully remote.
How do I move up to a mid level hr operations analyst role?
The path from entry level to mid level comes from deepening your HRIS expertise, taking ownership of at least one recurring process end to end, and building a record of measurable impact, such as reducing error rates, cutting cycle times, or improving data integrity. Analysts who document their contributions clearly and seek out cross-functional projects, like supporting a system migration or redesigning an onboarding workflow, move up faster than those who stay in a support role.
Which industries hire the most mid level hr operations analysts?
Mid Level hr operations analyst roles concentrate in Insurance, Healthcare & Medical Services, and Technology & Software, based on current listings on Migrate Mate as of November 2026. These sectors tend to have large, distributed workforces and ongoing compliance or reporting demands that create steady need for analysts who can manage HR data systems and operational workflows at scale.