HR Operations Analyst Jobs in Texas
HR Operations Analyst jobs in Texas are among the most active in the country, concentrated in corporate services, energy, healthcare, and financial services across a range of levels from entry-level coordinators through senior analysts. Houston, Dallas, and Austin account for the majority of openings, with major employers like ExxonMobil, Dell Technologies, and USAA maintaining large HR functions in the state. The most in-demand specialties are HRIS administration, workforce analytics, and benefits operations. Find a role that fits below and apply directly.
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Showing 5 of 24+ HR Operations Analyst jobs
About us
Position Summary
Essential Functions
- Owns HRIS configuration and data integrity, including workflow setup, permissions, field and table structure, release testing, and resolution of data quality issues at the source rather than the symptom. 20%
- Redesigns HR processes end to end, mapping how the work actually happens today including the workarounds, designing the improved process with the people who run it, and implementing the change through system configuration, documentation, and training. 20%
- Builds automation and employee self-service that removes repetitive transactions from the HR team, prioritizing the work by volume and by where errors are actually occurring. 15%
- Builds and maintains the reporting and dashboards HR leadership and Operations use to run the business, defining the metric, validating it against source data, and retiring reports no one uses. 15%
- Drives the requirements and evaluation work behind HR system selection, gathering requirements from the people who use the system, assessing vendors against them, testing configurations, and evaluating data migration readiness, so the selection decision rests on evidence rather than on a demonstration. 10%
- Owns the flow of data between HR systems and their neighbors, including payroll, scheduling, applicant tracking, and licensing, and resolves breaks before they reach an employee's paycheck or a client site. 10%
- Drives adoption, training the HR team and supervisors on new processes and systems, writing documentation people will actually use, and returning to fix what is not taking hold. 5%
- Marginal functions: performs other related duties as assigned, consistent with the scope and level of this position. 5%
Supervisory Responsibility
Minimum Qualifications
- 5 years in people operations, HR operations, or HRIS, including direct responsibility for configuring or administering an HRIS
- Demonstrated experience redesigning an HR process and implementing the change, not only documenting the current state
- Demonstrated experience building reports or dashboards from HR data, including defining the metric rather than only pulling the numbers
- Demonstrated ability to explain a system constraint or a data problem to a non-technical audience and get a decision from them
- Proficiency with standard business applications, including document and spreadsheet work in Google Workspace or a comparable suite, and the ability to learn systems such as an HRIS, document management, and online research tools
- Office based role in Austin, Texas or New York, New York. Requires sporadic travel to SIS offices
Preferred Qualifications
- Experience participating in or leading an HRIS selection or implementation
- Experience with Paycom
- Experience supporting a large hourly, non-exempt workforce across multiple states
- Experience with integrations between an HRIS and payroll, scheduling, or applicant tracking systems
- Experience building automation using low-code or AI tools
- Experience in a client-embedded or field-based operating model
- $99,000 Salary
- Health, Dental, Vision, and 401k
- Paid Time Off, including Sick/Safe Time
- A dynamic and challenging work environment with opportunities for growth
About us
Position Summary
Essential Functions
- Owns HRIS configuration and data integrity, including workflow setup, permissions, field and table structure, release testing, and resolution of data quality issues at the source rather than the symptom. 20%
- Redesigns HR processes end to end, mapping how the work actually happens today including the workarounds, designing the improved process with the people who run it, and implementing the change through system configuration, documentation, and training. 20%
- Builds automation and employee self-service that removes repetitive transactions from the HR team, prioritizing the work by volume and by where errors are actually occurring. 15%
- Builds and maintains the reporting and dashboards HR leadership and Operations use to run the business, defining the metric, validating it against source data, and retiring reports no one uses. 15%
- Drives the requirements and evaluation work behind HR system selection, gathering requirements from the people who use the system, assessing vendors against them, testing configurations, and evaluating data migration readiness, so the selection decision rests on evidence rather than on a demonstration. 10%
- Owns the flow of data between HR systems and their neighbors, including payroll, scheduling, applicant tracking, and licensing, and resolves breaks before they reach an employee's paycheck or a client site. 10%
- Drives adoption, training the HR team and supervisors on new processes and systems, writing documentation people will actually use, and returning to fix what is not taking hold. 5%
- Marginal functions: performs other related duties as assigned, consistent with the scope and level of this position. 5%
Supervisory Responsibility
Minimum Qualifications
- 5 years in people operations, HR operations, or HRIS, including direct responsibility for configuring or administering an HRIS
- Demonstrated experience redesigning an HR process and implementing the change, not only documenting the current state
- Demonstrated experience building reports or dashboards from HR data, including defining the metric rather than only pulling the numbers
- Demonstrated ability to explain a system constraint or a data problem to a non-technical audience and get a decision from them
- Proficiency with standard business applications, including document and spreadsheet work in Google Workspace or a comparable suite, and the ability to learn systems such as an HRIS, document management, and online research tools
- Office based role in Austin, Texas or New York, New York. Requires sporadic travel to SIS offices
Preferred Qualifications
- Experience participating in or leading an HRIS selection or implementation
- Experience with Paycom
- Experience supporting a large hourly, non-exempt workforce across multiple states
- Experience with integrations between an HRIS and payroll, scheduling, or applicant tracking systems
- Experience building automation using low-code or AI tools
- Experience in a client-embedded or field-based operating model
- $99,000 Salary
- Health, Dental, Vision, and 401k
- Paid Time Off, including Sick/Safe Time
- A dynamic and challenging work environment with opportunities for growth
See All 24 HR Operations Analyst Jobs in Texas
Find roles in Texas that match your experience and apply in just a few clicks.
Find HR Operations Analyst JobsHR Operations Analyst Jobs by City in Texas
Where Texas roles are concentrated, by current openings.
HR Operations Analyst Job Market in Texas
A snapshot from current Texas openings, updated as new roles post.
Who's Hiring
Top Industries Hiring
- Education
- Electronics & Hardware
- Healthcare & Medical Services
- Consulting & Professional Services
What Texas Employers Look For
The qualifications that appear most often in HR operations analyst jobs across Texas.
- Bachelor's degree in human resources, business administration, or a related field
- Hands-on experience with HRIS platforms such as Workday, SAP SuccessFactors, or Oracle HCM
- PHR or SHRM-CP certification preferred or required for mid-level and above positions
- Demonstrated ability to analyze HR data and produce workforce or compliance reports
- Strong working knowledge of federal employment law and Texas labor regulations
- Experience supporting HR compliance audits, onboarding programs, or benefits administration
HR Operations Analyst Jobs in Texas: Frequently Asked Questions
How do you become a hr operations analyst in Texas?
Most hr operations analyst roles in Texas require a bachelor's degree in human resources, business, or a related field. Texas does not require a state-issued license for this role, but earning a PHR credential through HRCI or a SHRM-CP through the Society for Human Resource Management strengthens your application significantly. Texas employers, especially in energy and healthcare, also look for demonstrated HRIS platform experience alongside the degree.
How much do HR operations analysts make in Texas?
HR operations analysts in Texas earn a median of about $68,920 a year, based on May 2025 Bureau of Labor Statistics wage data, ranging from around $43,410 for the lowest 10% to over $117,060 for the top 10%. Pay rises with experience, specialty, and employer.
Which companies hire hr operations analysts in Texas?
Employers hiring hr operations analysts in Texas right now include eBay, Intuit, and PepsiCo, based on current listings on Migrate Mate as of September 2026. Texas's concentration of Fortune 500 headquarters and large healthcare systems means demand is consistent across both corporate and institutional HR functions.
Which Texas cities have the most hr operations analyst jobs?
Houston, Austin, and Dallas have the most hr operations analyst openings in Texas. Houston leads because of its dense energy and medical center employers, Dallas draws corporate headquarters and financial services firms, and Austin's technology sector has expanded HR functions substantially in recent years, making all three metros consistent sources of openings.
Are there remote hr operations analyst jobs in Texas?
Yes, and more than most HR roles. About 56% of hr operations analyst openings tied to Texas are remote or hybrid as of September 2026, reflecting the desk-based, data-driven nature of the work. Functions like HRIS reporting, benefits data management, and workforce analytics translate well to remote arrangements, while onboarding support and in-person compliance work tend to remain on-site.
How can I get hired as a hr operations analyst in Texas with little or no experience?
The most realistic entry path is starting as an HR coordinator or HR assistant at a large Texas employer, then moving into an analyst role once you have HRIS exposure. Companies like Texas Health Resources, H-E-B, and major energy firms regularly hire new graduates into HR operations support roles. Earning a SHRM-CP or completing an HRIS platform certification in Workday or SAP SuccessFactors before applying gives candidates without direct analyst experience a concrete edge.
Where can I find and apply to hr operations analyst jobs in Texas?
You can find and apply to hr operations analyst jobs in Texas on Migrate Mate, which lists current Texas openings. Find roles that fit your experience and location and apply directly to the employers posting them.
See All 24 HR Operations Analyst Jobs in Texas
Find roles in Texas that match your experience and apply in just a few clicks.
Find HR Operations Analyst Jobs