HR Operations Analyst Jobs in New York
HR Operations Analyst jobs in New York are among the most active in the country, with strong and consistent demand from financial services, healthcare systems, media, and professional services firms, at levels from entry-level coordinator through senior analyst and people operations manager. Most openings concentrate in New York City, with additional hiring in Albany and Buffalo from large public-sector and university employers. Well-established names like JPMorgan Chase, Memorial Sloan Kettering, and Verizon maintain significant HR operations teams in the state. The most in-demand specialties are HRIS administration, benefits and leave operations, and workforce analytics. Find a role that fits below and apply directly.
Find HR Operations Analyst JobsOverview
Showing 5 of 22+ 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 22 HR Operations Analyst Jobs in New York
Find roles in New York that match your experience and apply in just a few clicks.
Find HR Operations Analyst JobsHR Operations Analyst Jobs by City in New York
Where New York roles are concentrated, by current openings.
HR Operations Analyst Job Market in New York
A snapshot from current New York openings, updated as new roles post.
Who's Hiring
Top Industries Hiring
- Retail
- Healthcare & Medical Services
What New York Employers Look For
The qualifications that appear most often in HR operations analyst jobs across New York.
- Bachelor's degree in human resources, business administration, or a closely related field
- Hands-on experience with an HRIS platform such as Workday, SAP SuccessFactors, or Oracle HCM
- Working knowledge of New York State labor law, paid leave requirements, and WARN Act compliance
- Proficiency in data analysis and reporting using Excel, Google Sheets, or a comparable tool
- Experience supporting benefits administration, open enrollment, or leave-of-absence programs
- PHR or SHRM-CP certification is preferred by many mid-size and enterprise New York employers
HR Operations Analyst Jobs in New York: Frequently Asked Questions
How do you become a hr operations analyst in New York?
Most New York employers expect a bachelor's degree in human resources, business, or a related discipline as the baseline qualification. There is no state-issued license required for this role in New York, but familiarity with New York-specific employment law, including the state's paid family leave program and New York City's own fair work rules, is a practical necessity. Earning a PHR or SHRM-CP credential signals readiness to New York hiring managers and tends to accelerate the path from coordinator to analyst.
How much do HR operations analysts make in New York?
HR operations analysts in New York earn a median of about $84,380 a year, based on May 2025 Bureau of Labor Statistics wage data, ranging from around $56,040 for the lowest 10% to over $149,990 for the top 10%. Pay rises with experience, specialty, and employer.
Which companies hire hr operations analysts in New York?
Employers hiring hr operations analysts in New York right now include BNY, Gusto, and Hatch, based on current listings on Migrate Mate as of November 2026. New York's concentration of large financial institutions, hospital networks, and media companies means openings appear consistently throughout the year rather than in seasonal bursts.
Which New York cities have the most hr operations analyst jobs?
The cities with the most hr operations analyst openings in New York are New York, Brooklyn, and Albany. New York City drives the majority of demand because it is home to the headquarters of major banks, insurance carriers, and hospital systems that maintain large centralized HR operations functions, while Buffalo and Albany generate steady openings from state government agencies, higher education institutions, and regional healthcare networks.
Are there remote hr operations analyst jobs in New York?
Yes, and more than most fields. About 100% of hr operations analyst openings tied to New York are remote or hybrid as of November 2026, reflecting how much of the work involves system administration, reporting, and policy coordination rather than in-person interaction. The tasks most consistently offered remotely are HRIS maintenance, benefits vendor management, and workforce reporting, while onboarding support and employee-relations functions typically require at least some in-office presence.
How can I get hired as a hr operations analyst in New York with little or no experience?
The most realistic entry path is moving into an HR operations analyst role from an HR coordinator or HR assistant position at a mid-size or large New York employer. Organizations like New York City Health and Hospitals, the State University of New York system, and large financial services firms regularly hire administrative or coordinator staff who can move laterally once they gain HRIS exposure. Building proficiency in Workday or a comparable platform through coursework, and completing a SHRM student membership program, gives candidates a concrete edge when competing against others without direct analyst experience.
Where can I find and apply to hr operations analyst jobs in New York?
You can find and apply to hr operations analyst jobs in New York on Migrate Mate, which lists current openings across the state. Search the available roles, find the ones that match your background and location, and apply directly to the employers posting them.
See All 22 HR Operations Analyst Jobs in New York
Find roles in New York that match your experience and apply in just a few clicks.
Find HR Operations Analyst Jobs