HR Operations Analyst Jobs in New Jersey
HR Operations Analyst jobs in New Jersey are consistently active, with demand concentrated in financial services, pharmaceuticals, and healthcare across a range of levels from entry-level coordinator through senior analyst. The heaviest hiring is in and around Newark, Princeton, and Parsippany, where established employers like Johnson & Johnson, Prudential Financial, and Merck maintain significant HR operations footprints. The most in-demand specialties include HRIS administration, workforce analytics, and benefits operations. Find a role that fits below and apply directly.
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As Burlington continues to grow and expand our store footprint, we are committed to building strong, execution-focused HR support for our field teams to deliver a seamless associate and customer experience.The Manager, Field HR Operations (Business Operations) leads the planning and execution of complex, large-scale staffing and talent-placement initiatives that impact our store organization — from new store openings, remodels and closures to seasonal peak hiring, staffing model updates, and competitive-wage analysis. This role serves as a cross-functional connector between Field HRBPs, Store Operations & Asset Protection, Compensation, Talent Acquisition, and HR COEs, driving alignment, operational excellence, and effective workforce planning across the organization. The role also provides leadership and development to a Field HR Ops Coordinator supporting these initiatives.
A Day in the Life
New Store & Staffing Operations
- Lead labor and store talent placement planning for new store openings, closings, and remodels, ensuring alignment with Field HR, Store Operations, and the New Store team on timing and readiness.
- Own the Staffing Models process (new store, seasonal, and spring/fall updates): align with Store Operations and asset protection on update timing, assess volume shifts and their impact, compare current to proposed models, and communicate changes to field leaders for feedback.
- Direct execution of staffing model role changes and position eliminations, including process oversight and change management.
Peak / Seasonal Planning
- Lead Holiday Peak Planning, hiring, and destaffing: update the peak playbook, align the team on approach, and set standardized timing for hiring events in partnership with HRIS and Talent Acquisition.
- Build and present staffing decks for executive leadership approval, and set up the process to identify and deploy Talent Captains, including training coordination with RHRMs.
- Set up and oversee the destaffing plan and execution, including communication and follow-up through close-out.
Competitive Wage
- Serve as a key partner to Compensation and Talent Acquisition to evaluate in-hire rate structures and recommend competitive-wage adjustments, including for new store markets.
- Run the quarterly competitive-wage process: align on budget with Store Operations, analyze prior-year approach, build recommendation decks, and finalize proposals with senior stakeholders.
Business/Role SOPs & Pilot Programs
- Own Business/Role SOP documentation, including role changes, reporting-structure updates, and related field communication.
- Lead field execution of pilot programs and other ad hoc business operation initiatives.
- Identify opportunities to streamline HR operational processes, improve efficiencies, and enhance associate and field leader experience.
Team Leadership & Field Support
- Lead and coach the Field HR Ops Coordinator supporting new store and competitive-wage administration.
- Act as subject matter expert in store talent systems and tools, ensuring accurate data and consistent utilization across the field.
- Maintain open lines of communication with Field HRBPs, sharing updates and guidance on talent-related operational initiatives.
- Collaborate with business units to ensure alignment and compliance with workforce planning initiatives.
You'll Come With
- 5+ years of experience in field HR, workforce planning, or HR operations in a multi-unit retail environment; prior people-leadership experience preferred.
- Proven ability to lead cross-functional initiatives with strong coordination and project management skills.
- Strong working knowledge of HR systems, data tools, and talent/staffing planning platforms.
- Exceptional written and verbal communication skills, including the ability to influence stakeholders and develop executive presentations, business recommendations, and field-facing communications.
- Ability to simplify complex operational concepts into clear, actionable messaging for diverse audiences.
- Detail-oriented, with a strong ability to execute in fast-paced, high-growth environments.
- Experience working with Store Operations, Asset Protection, and corporate COEs in an HR support capacity.
- Demonstrated experience leading large-scale, cross-functional workforce planning or operational initiatives involving multiple stakeholders, tight timelines, and competing business priorities.
- Strong analytical and problem-solving skills, with the ability to interpret workforce and business data and translate insights into actionable recommendations.
#LI-KG2
Come join our team. You’re going to like it here!
You will enjoy competitive wages, flexible hours, and an associate discount. Burlington’s benefits package includes medical, dental and vision coverage including life and disability insurance. Full-time associates are also eligible for paid time off, paid holidays and a 401(k) plan.
We are a rapidly growing brand and provide a variety of training and development opportunities so our associates can grow with us. Our teams work hard and have fun together! Burlington associates make a difference in the lives of customers, colleagues, and the communities where we live and work every day. Burlington Stores, Inc. is an equal opportunity employer committed to workplace diversity
Individual pay decisions will be based on a variety of factors, such as but not limited to, qualifications, education, job-related skills, relevant experience, and geographic location.
Position Overview
As Burlington continues to grow and expand our store footprint, we are committed to building strong, execution-focused HR support for our field teams to deliver a seamless associate and customer experience.The Manager, Field HR Operations (Business Operations) leads the planning and execution of complex, large-scale staffing and talent-placement initiatives that impact our store organization — from new store openings, remodels and closures to seasonal peak hiring, staffing model updates, and competitive-wage analysis. This role serves as a cross-functional connector between Field HRBPs, Store Operations & Asset Protection, Compensation, Talent Acquisition, and HR COEs, driving alignment, operational excellence, and effective workforce planning across the organization. The role also provides leadership and development to a Field HR Ops Coordinator supporting these initiatives.
A Day in the Life
New Store & Staffing Operations
- Lead labor and store talent placement planning for new store openings, closings, and remodels, ensuring alignment with Field HR, Store Operations, and the New Store team on timing and readiness.
- Own the Staffing Models process (new store, seasonal, and spring/fall updates): align with Store Operations and asset protection on update timing, assess volume shifts and their impact, compare current to proposed models, and communicate changes to field leaders for feedback.
- Direct execution of staffing model role changes and position eliminations, including process oversight and change management.
Peak / Seasonal Planning
- Lead Holiday Peak Planning, hiring, and destaffing: update the peak playbook, align the team on approach, and set standardized timing for hiring events in partnership with HRIS and Talent Acquisition.
- Build and present staffing decks for executive leadership approval, and set up the process to identify and deploy Talent Captains, including training coordination with RHRMs.
- Set up and oversee the destaffing plan and execution, including communication and follow-up through close-out.
Competitive Wage
- Serve as a key partner to Compensation and Talent Acquisition to evaluate in-hire rate structures and recommend competitive-wage adjustments, including for new store markets.
- Run the quarterly competitive-wage process: align on budget with Store Operations, analyze prior-year approach, build recommendation decks, and finalize proposals with senior stakeholders.
Business/Role SOPs & Pilot Programs
- Own Business/Role SOP documentation, including role changes, reporting-structure updates, and related field communication.
- Lead field execution of pilot programs and other ad hoc business operation initiatives.
- Identify opportunities to streamline HR operational processes, improve efficiencies, and enhance associate and field leader experience.
Team Leadership & Field Support
- Lead and coach the Field HR Ops Coordinator supporting new store and competitive-wage administration.
- Act as subject matter expert in store talent systems and tools, ensuring accurate data and consistent utilization across the field.
- Maintain open lines of communication with Field HRBPs, sharing updates and guidance on talent-related operational initiatives.
- Collaborate with business units to ensure alignment and compliance with workforce planning initiatives.
You'll Come With
- 5+ years of experience in field HR, workforce planning, or HR operations in a multi-unit retail environment; prior people-leadership experience preferred.
- Proven ability to lead cross-functional initiatives with strong coordination and project management skills.
- Strong working knowledge of HR systems, data tools, and talent/staffing planning platforms.
- Exceptional written and verbal communication skills, including the ability to influence stakeholders and develop executive presentations, business recommendations, and field-facing communications.
- Ability to simplify complex operational concepts into clear, actionable messaging for diverse audiences.
- Detail-oriented, with a strong ability to execute in fast-paced, high-growth environments.
- Experience working with Store Operations, Asset Protection, and corporate COEs in an HR support capacity.
- Demonstrated experience leading large-scale, cross-functional workforce planning or operational initiatives involving multiple stakeholders, tight timelines, and competing business priorities.
- Strong analytical and problem-solving skills, with the ability to interpret workforce and business data and translate insights into actionable recommendations.
#LI-KG2
Come join our team. You’re going to like it here!
You will enjoy competitive wages, flexible hours, and an associate discount. Burlington’s benefits package includes medical, dental and vision coverage including life and disability insurance. Full-time associates are also eligible for paid time off, paid holidays and a 401(k) plan.
We are a rapidly growing brand and provide a variety of training and development opportunities so our associates can grow with us. Our teams work hard and have fun together! Burlington associates make a difference in the lives of customers, colleagues, and the communities where we live and work every day. Burlington Stores, Inc. is an equal opportunity employer committed to workplace diversity
Individual pay decisions will be based on a variety of factors, such as but not limited to, qualifications, education, job-related skills, relevant experience, and geographic location.
See All 5 HR Operations Analyst Jobs in New Jersey
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Find HR Operations Analyst JobsHR Operations Analyst Jobs by City in New Jersey
Where New Jersey roles are concentrated, by current openings.
HR Operations Analyst Job Market in New Jersey
A snapshot from current New Jersey openings, updated as new roles post.
Who's Hiring
What New Jersey Employers Look For
The qualifications that appear most often in HR operations analyst jobs across New Jersey.
- Bachelor's degree in human resources, business administration, or a related field
- Proficiency in HRIS platforms such as Workday, SAP SuccessFactors, or Oracle HCM
- Experience supporting HR data management, reporting, and workforce analytics
- Familiarity with New Jersey employment law, leave regulations, and compliance requirements
- Strong Excel and data analysis skills for headcount reporting and metrics tracking
- PHR or SHRM-CP certification preferred by many mid-size and enterprise New Jersey employers
HR Operations Analyst Jobs in New Jersey: Frequently Asked Questions
How do you become a hr operations analyst in New Jersey?
Most hr operations analyst roles in New Jersey require a bachelor's degree in human resources, business administration, or a closely related field. There is no state-issued license specific to this role in New Jersey, but employers strongly favor candidates who hold a PHR credential from HRCI or a SHRM-CP from the Society for Human Resource Management. Familiarity with New Jersey's specific leave laws and wage payment regulations is a practical advantage when applying to in-state employers.
How much do HR operations analysts make in New Jersey?
HR operations analysts in New Jersey earn a median of about $80,690 a year, based on May 2025 Bureau of Labor Statistics wage data, ranging from around $56,420 for the lowest 10% to over $132,770 for the top 10%. Pay rises with experience, specialty, and employer.
Which companies hire hr operations analysts in New Jersey?
Employers hiring hr operations analysts in New Jersey right now include NiCE, Double Care ABA, and Simplicity, based on current listings on Migrate Mate as of August 2026. New Jersey's concentration of pharmaceutical headquarters, financial services firms, and large hospital systems means demand for hr operations analysts remains broad and consistent across industries.
Which New Jersey cities have the most hr operations analyst jobs?
Ewing, Summit, and Hoboken have the most hr operations analyst openings in New Jersey. Newark anchors demand as the state's largest commercial center, while Princeton draws heavily from the pharmaceutical and biotech corridors nearby, and Parsippany reflects the dense concentration of corporate headquarters clustered along the Interstate 287 corridor.
Are there remote hr operations analyst jobs in New Jersey?
Yes, and more than many comparable roles. About 67% of hr operations analyst openings tied to New Jersey are remote or hybrid as of August 2026, reflecting the desk-based and system-driven nature of the work. Functions like HRIS data entry, benefits administration, and workforce reporting are the most consistently offered in remote or hybrid arrangements.
How can I get hired as a hr operations analyst in New Jersey with little or no experience?
The most realistic entry path is moving into an HR coordinator or HR assistant role at a large New Jersey employer and building HRIS exposure from there. Pharmaceutical companies like Sanofi and Becton Dickinson, as well as hospital networks like RWJBarnabas Health, periodically hire HR associates and new-grad program participants across their New Jersey campuses. Completing a SHRM student membership and earning the SHRM-CP as early as possible, along with hands-on Workday or SAP experience through internships, gives candidates a clear edge over other applicants without direct analyst experience.
Where can I find and apply to hr operations analyst jobs in New Jersey?
You can find and apply to hr operations analyst jobs in New Jersey on Migrate Mate, which lists current openings from employers actively hiring in the state. Find roles that fit your experience and apply directly.
See All 5 HR Operations Analyst Jobs in New Jersey
Find roles in New Jersey that match your experience and apply in just a few clicks.
Find HR Operations Analyst Jobs