Human Capital Analyst Jobs
Human Capital Analyst jobs are open across government agencies, consulting firms, healthcare systems, and financial services, from entry-level to senior analyst, with specializations in workforce analytics, organizational effectiveness, and talent strategy. Scan the live roles below and apply to whichever ones fit.
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Job Title: Human Capital Operations Specialist
Job Information:
Job Classification: Regular Full-Time, Exempt
Evaluation: Annual with regular intervals to check in on performance
Reporting/Supervisory Responsibility:
Reports To: Vice President of People & Culture
Supervisory Responsibility: None
Job Summary
The Human Capital Operations Specialist supports the day-to-day operations of the Human Capital Management team across Network Headquarters and the Hope Ignites network, with primary responsibility for benefits administration, employee and volunteer lifecycle processes, employment records, HCM systems, compliance tracking, and project coordination. Serving as a shared operational resource for the Vice President of People & Culture and Human Capital Manager, the Specialist provides responsive support to team members, affiliate leaders, employees, volunteers, and other stakeholders while helping ensure HCM processes are administered accurately, consistently, and in accordance with organizational policies and practices.
Education & Experience: Minimum Qualifications
- Bachelor’s degree in Human Resources, Human Capital Management, Business Administration, or a related field, or an equivalent combination of education and relevant experience.
- Three to five years of experience in benefits administration, HCM operations, employee lifecycle administration, or a related human capital function preferred.
- Experience with onboarding/offboarding, employee records, benefits, background screening, compliance, or volunteer administration.
- Experience using HRIS/HCM and related technology platforms; ADP, Salesforce, Hopeforce, SharePoint, or similar systems preferred.
- Experience supporting a multi-location, networked, or nonprofit organization preferred.
Knowledge, Skills & Abilities
- Working knowledge of HCM practices, with the judgment to administer established processes and appropriately escalate complex or sensitive matters.
- Strong organizational, project-coordination, and attention-to-detail skills, with the ability to manage multiple priorities and maintain accurate records.
- Strong written, verbal, interpersonal, and customer-service skills with the ability to effectively support diverse internal and external stakeholders.
- Proficiency with Microsoft Office and related workplace applications, with the ability to learn HCM technology platforms and accurately prepare, review, and reconcile reports and data.
- Ability to maintain confidentiality, exercise sound judgment, and work independently and collaboratively across HCM, Finance, Technology Services, affiliate leadership, and other organizational partners.
- Ability to recognize and appropriately escalate operational, compliance, safeguarding, and employee-relations concerns.
Essential Functions, Duties and Responsibilities:
Employee Lifecycle and Employment Services
- Coordinate employee onboarding and offboarding processes across Network Headquarters and the network, including orientation, documentation, background screening, applicable system access, benefit information, and required notifications.
- Provide recruitment coordination and administrative support for Network Headquarters and affiliate hiring, including job postings, applicant workflows, candidate communications, interview scheduling, and related documentation.
- Assist with candidate screening and recruitment activities, as assigned, and support affiliates in navigating recruitment processes within Hopeforce and other designated systems.
- Coordinate the transition from candidate to new hire, including post-offer background screening, required documentation, and handoff to onboarding processes.
- Maintain complete and accurate electronic employee records, ensuring required documents and acknowledgments are processed and retained within established timelines.
- Process routine employee status changes and provide accurate, timely information to Finance and other internal partners.
- Provide guidance to affiliates on onboarding, offboarding, recordkeeping, and other employee lifecycle procedures, using reports and checklists to monitor completion and follow up on outstanding requirements.
- Support employment verifications, employee record requests, and other routine employment services.
- Assist with employee check-ins, exit interviews, and other employee experience activities, as assigned.
Benefits Administration Support
- Serve as an initial point of contact for team member and affiliate questions regarding benefits, enrollment, employment records, billing, and routine benefit processes.
- Coordinate benefit enrollments, qualifying life-event changes, terminations, billing updates, and related transactions, ensuring accurate records across applicable HCM, HRIS, benefit, and vendor systems.
- Support affiliate administrators and work with benefit providers and internal partners to resolve routine coverage, enrollment, billing, and eligibility matters.
- Conduct regular audits of benefit programs and prepare required reports, billing documentation, vouchers, and retirement contribution information for Finance and applicable vendors.
- Maintain and distribute current benefit information, forms, plan documents, communications, and resources.
- Coordinate annual open enrollment, including communications, system preparation, documentation, deadlines, team member support, and follow-up.
- Support employee wellness initiatives and related resources and communications.
- Support workers’ compensation administration and documentation, escalating matters requiring leadership, legal, or risk-management review.
Volunteer and Board Member Lifecycle Administration
- Serve as a primary HCM operational contact for volunteer and board member onboarding, screening, recordkeeping, and related processes across the network.
- Support affiliate personnel with volunteer applications, onboarding, documentation, and screening requirements, including Level 1, Level 2, episodic volunteers, and board members.
- Administer assigned background screening processes through Praesidium and other approved resources and track completion of required screenings, policy acknowledgments, orientation, training, and documentation.
- Maintain accurate volunteer and board member records in Hopeforce and other designated systems, reviewing submissions for completeness and following up on missing documentation, incomplete screenings, or record discrepancies.
- Prepare routine reports and support audits of volunteer and board member records, screening completion, onboarding status, and compliance requirements.
- Develop and maintain procedures, forms, checklists, and guidance to support consistent volunteer and board member administration across the network.
- Escalate policy interpretation, adverse screening findings, safeguarding concerns, compliance issues, and policy exceptions to the Human Capital Manager or Vice President of People & Culture, as appropriate.
HCM Systems, Data and Reporting
- Support the day-to-day administration and use of Hopeforce, Salesforce HCM, ADP, Praesidium, and other assigned HCM platforms.
- Maintain accurate HCM data, conduct routine system audits and reconciliations, and coordinate corrections or status updates as needed.
- Monitor assigned workflows, requests, notifications, help tickets, and system-generated reports, coordinating with Technology Services or other system owners as needed.
- Support user access requests and assist with testing forms, workflows, system enhancements, reports, and process automations.
- Prepare recurring and ad hoc HCM reports and identify data-quality issues, trends, or recurring process breakdowns that may require operational improvement.
Compliance Administration and Recordkeeping
- Maintain compliance calendars, tracking tools, and documentation for assigned employment, benefit, volunteer, screening, training, and record-retention requirements.
- Monitor completion requirements and follow up with appropriate stakeholders regarding missing, incomplete, or overdue documentation.
- Assist with internal audits and prepare documentation for benefit, employment, volunteer, or organizational reviews.
- Maintain HCM procedures, forms, templates, and resources and support the administrative implementation of approved policy and procedure updates.
- Protect confidential HCM information and escalate matters requiring legal interpretation, policy decisions, employee-relations guidance, safeguarding review, or risk assessment to the Human Capital Manager or Vice President of People & Culture.
HCM Team and Project Support
- Provide operational and project support to the Vice President of People & Culture and Human Capital Manager on assigned initiatives.
- Coordinate project timelines, action items, documentation, communications, training logistics, and follow-up for assigned HCM initiatives.
- Support the development and continuous improvement of HCM processes, resources, communications, training materials, and documentation.
- Identify opportunities to improve efficiency, consistency, customer service, and the employee and volunteer experience.
- Provide backup support for routine HCM activities during periods of increased workload or team member absence.
- Perform other related duties as assigned to support the effective operation of the Human Capital Management function.
- Other duties as assigned
Work Environment:
This is a professional position based in St. Louis, at the Network Headquarters of Hope Ignites. This is a hybrid-remote position. The position requires extensive contact with employees, volunteers, applicants, and the public.  Use of computers and phones are required to complete duties.
Physical Requirements:
This position requires regular use of a computer and other office technology and may involve extended periods of sitting, standing, and performing repetitive motions. The role requires the ability to communicate effectively, review and interpret written and electronic information, and perform routine physical activities associated with an office environment. Occasional lifting or moving of materials may be required.
This job description is designed for compliance with the American with Disabilities Act (ADA) and is not an exhaustive list of the duties performed for this job. Additional duties are performed by the individual holding this job and additional duties may be assigned. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions of this job.
Pay: $68,000.00 - $72,000.00 per year
Benefits:
- 401(k)
- Dental insurance
- Employee assistance program
- Flexible spending account
- Health insurance
- Life insurance
- Paid time off
- Parental leave
- Vision insurance
Education:
- Bachelor's (Required)
Experience:
- Human resources: 3 years (Required)
Work Location: Hybrid remote in St. Louis, MO 63110
Job Title: Human Capital Operations Specialist
Job Information:
Job Classification: Regular Full-Time, Exempt
Evaluation: Annual with regular intervals to check in on performance
Reporting/Supervisory Responsibility:
Reports To: Vice President of People & Culture
Supervisory Responsibility: None
Job Summary
The Human Capital Operations Specialist supports the day-to-day operations of the Human Capital Management team across Network Headquarters and the Hope Ignites network, with primary responsibility for benefits administration, employee and volunteer lifecycle processes, employment records, HCM systems, compliance tracking, and project coordination. Serving as a shared operational resource for the Vice President of People & Culture and Human Capital Manager, the Specialist provides responsive support to team members, affiliate leaders, employees, volunteers, and other stakeholders while helping ensure HCM processes are administered accurately, consistently, and in accordance with organizational policies and practices.
Education & Experience: Minimum Qualifications
- Bachelor’s degree in Human Resources, Human Capital Management, Business Administration, or a related field, or an equivalent combination of education and relevant experience.
- Three to five years of experience in benefits administration, HCM operations, employee lifecycle administration, or a related human capital function preferred.
- Experience with onboarding/offboarding, employee records, benefits, background screening, compliance, or volunteer administration.
- Experience using HRIS/HCM and related technology platforms; ADP, Salesforce, Hopeforce, SharePoint, or similar systems preferred.
- Experience supporting a multi-location, networked, or nonprofit organization preferred.
Knowledge, Skills & Abilities
- Working knowledge of HCM practices, with the judgment to administer established processes and appropriately escalate complex or sensitive matters.
- Strong organizational, project-coordination, and attention-to-detail skills, with the ability to manage multiple priorities and maintain accurate records.
- Strong written, verbal, interpersonal, and customer-service skills with the ability to effectively support diverse internal and external stakeholders.
- Proficiency with Microsoft Office and related workplace applications, with the ability to learn HCM technology platforms and accurately prepare, review, and reconcile reports and data.
- Ability to maintain confidentiality, exercise sound judgment, and work independently and collaboratively across HCM, Finance, Technology Services, affiliate leadership, and other organizational partners.
- Ability to recognize and appropriately escalate operational, compliance, safeguarding, and employee-relations concerns.
Essential Functions, Duties and Responsibilities:
Employee Lifecycle and Employment Services
- Coordinate employee onboarding and offboarding processes across Network Headquarters and the network, including orientation, documentation, background screening, applicable system access, benefit information, and required notifications.
- Provide recruitment coordination and administrative support for Network Headquarters and affiliate hiring, including job postings, applicant workflows, candidate communications, interview scheduling, and related documentation.
- Assist with candidate screening and recruitment activities, as assigned, and support affiliates in navigating recruitment processes within Hopeforce and other designated systems.
- Coordinate the transition from candidate to new hire, including post-offer background screening, required documentation, and handoff to onboarding processes.
- Maintain complete and accurate electronic employee records, ensuring required documents and acknowledgments are processed and retained within established timelines.
- Process routine employee status changes and provide accurate, timely information to Finance and other internal partners.
- Provide guidance to affiliates on onboarding, offboarding, recordkeeping, and other employee lifecycle procedures, using reports and checklists to monitor completion and follow up on outstanding requirements.
- Support employment verifications, employee record requests, and other routine employment services.
- Assist with employee check-ins, exit interviews, and other employee experience activities, as assigned.
Benefits Administration Support
- Serve as an initial point of contact for team member and affiliate questions regarding benefits, enrollment, employment records, billing, and routine benefit processes.
- Coordinate benefit enrollments, qualifying life-event changes, terminations, billing updates, and related transactions, ensuring accurate records across applicable HCM, HRIS, benefit, and vendor systems.
- Support affiliate administrators and work with benefit providers and internal partners to resolve routine coverage, enrollment, billing, and eligibility matters.
- Conduct regular audits of benefit programs and prepare required reports, billing documentation, vouchers, and retirement contribution information for Finance and applicable vendors.
- Maintain and distribute current benefit information, forms, plan documents, communications, and resources.
- Coordinate annual open enrollment, including communications, system preparation, documentation, deadlines, team member support, and follow-up.
- Support employee wellness initiatives and related resources and communications.
- Support workers’ compensation administration and documentation, escalating matters requiring leadership, legal, or risk-management review.
Volunteer and Board Member Lifecycle Administration
- Serve as a primary HCM operational contact for volunteer and board member onboarding, screening, recordkeeping, and related processes across the network.
- Support affiliate personnel with volunteer applications, onboarding, documentation, and screening requirements, including Level 1, Level 2, episodic volunteers, and board members.
- Administer assigned background screening processes through Praesidium and other approved resources and track completion of required screenings, policy acknowledgments, orientation, training, and documentation.
- Maintain accurate volunteer and board member records in Hopeforce and other designated systems, reviewing submissions for completeness and following up on missing documentation, incomplete screenings, or record discrepancies.
- Prepare routine reports and support audits of volunteer and board member records, screening completion, onboarding status, and compliance requirements.
- Develop and maintain procedures, forms, checklists, and guidance to support consistent volunteer and board member administration across the network.
- Escalate policy interpretation, adverse screening findings, safeguarding concerns, compliance issues, and policy exceptions to the Human Capital Manager or Vice President of People & Culture, as appropriate.
HCM Systems, Data and Reporting
- Support the day-to-day administration and use of Hopeforce, Salesforce HCM, ADP, Praesidium, and other assigned HCM platforms.
- Maintain accurate HCM data, conduct routine system audits and reconciliations, and coordinate corrections or status updates as needed.
- Monitor assigned workflows, requests, notifications, help tickets, and system-generated reports, coordinating with Technology Services or other system owners as needed.
- Support user access requests and assist with testing forms, workflows, system enhancements, reports, and process automations.
- Prepare recurring and ad hoc HCM reports and identify data-quality issues, trends, or recurring process breakdowns that may require operational improvement.
Compliance Administration and Recordkeeping
- Maintain compliance calendars, tracking tools, and documentation for assigned employment, benefit, volunteer, screening, training, and record-retention requirements.
- Monitor completion requirements and follow up with appropriate stakeholders regarding missing, incomplete, or overdue documentation.
- Assist with internal audits and prepare documentation for benefit, employment, volunteer, or organizational reviews.
- Maintain HCM procedures, forms, templates, and resources and support the administrative implementation of approved policy and procedure updates.
- Protect confidential HCM information and escalate matters requiring legal interpretation, policy decisions, employee-relations guidance, safeguarding review, or risk assessment to the Human Capital Manager or Vice President of People & Culture.
HCM Team and Project Support
- Provide operational and project support to the Vice President of People & Culture and Human Capital Manager on assigned initiatives.
- Coordinate project timelines, action items, documentation, communications, training logistics, and follow-up for assigned HCM initiatives.
- Support the development and continuous improvement of HCM processes, resources, communications, training materials, and documentation.
- Identify opportunities to improve efficiency, consistency, customer service, and the employee and volunteer experience.
- Provide backup support for routine HCM activities during periods of increased workload or team member absence.
- Perform other related duties as assigned to support the effective operation of the Human Capital Management function.
- Other duties as assigned
Work Environment:
This is a professional position based in St. Louis, at the Network Headquarters of Hope Ignites. This is a hybrid-remote position. The position requires extensive contact with employees, volunteers, applicants, and the public.  Use of computers and phones are required to complete duties.
Physical Requirements:
This position requires regular use of a computer and other office technology and may involve extended periods of sitting, standing, and performing repetitive motions. The role requires the ability to communicate effectively, review and interpret written and electronic information, and perform routine physical activities associated with an office environment. Occasional lifting or moving of materials may be required.
This job description is designed for compliance with the American with Disabilities Act (ADA) and is not an exhaustive list of the duties performed for this job. Additional duties are performed by the individual holding this job and additional duties may be assigned. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions of this job.
Pay: $68,000.00 - $72,000.00 per year
Benefits:
- 401(k)
- Dental insurance
- Employee assistance program
- Flexible spending account
- Health insurance
- Life insurance
- Paid time off
- Parental leave
- Vision insurance
Education:
- Bachelor's (Required)
Experience:
- Human resources: 3 years (Required)
Work Location: Hybrid remote in St. Louis, MO 63110
Human Capital Analyst Jobs by Experience Level
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Find Human Capital Analyst JobsHuman Capital Analyst Job Market
Who's Hiring
What Employers Look For
The qualifications that appear most often in human capital analyst jobs.
- Bachelor's degree in human resources, organizational behavior, or a related field
- Experience with HRIS platforms such as Workday, SAP SuccessFactors, or Oracle HCM
- Proficiency in data analysis tools including Excel, R, Python, or Tableau
- Ability to build and interpret workforce models covering headcount, attrition, and productivity
- Strong written and verbal communication skills for presenting findings to non-technical stakeholders
- PHR, SHRM-CP, or Human Capital Analyst certification preferred for mid-level and senior roles
Tips for Your Human Capital Analyst Job Search
Quantify your workforce analysis outcomes
Human capital analyst resumes stand out when you attach numbers to your work, like retention rate changes, headcount forecast accuracy, or cost-per-hire reductions your analysis influenced. Hiring managers want evidence your data drove a decision.
Highlight the analytics tools you use
Employers filter hard on tools. Call out your proficiency with HRIS platforms, statistical software like R or Python, and visualization tools early in your resume summary so it clears automated screening before a recruiter reads it.
Apply early to roles that fit
Migrate Mate lists human capital analyst openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Target postings by budget cycle timing
Many government agencies and large consulting firms open human capital analyst roles in the first and third quarters when new budget periods start. Searching actively in January and July often surfaces fresh postings before competition builds.
Prepare a workforce scenario walkthrough
Interviewers frequently ask you to walk through how you would diagnose a turnover spike or model a reorganization. Practice a structured answer that covers your data sources, analytical method, and how you translated findings into a recommendation.
Negotiate scope, not just compensation
When you receive an offer, ask which workforce datasets you will own and whether the role feeds directly into leadership decisions. Analysts with access to executive-level reporting develop faster, so scope is a career lever worth clarifying before you accept.
Human Capital Analyst Jobs: Frequently Asked Questions
Which companies are hiring the most human capital analysts?
The companies hiring the most human capital analysts right now include Alvarez & Marsal, Deloitte, and CBIZ, with the largest share of openings in Virginia, New York, and District of Columbia, based on current listings on Migrate Mate as of November 2026. Federal agencies and large management consulting firms consistently account for a significant portion of active postings.
How many human capital analyst jobs are remote?
About 75% of human capital analyst openings are fully remote or hybrid as of November 2026, reflecting the data-centric nature of the role. Sub-areas focused on workforce analytics, reporting, and dashboard development tend to have the highest remote availability, while roles tied to on-site organizational development or change management are more likely to require in-person presence.
How do you become a human capital analyst?
Start with a bachelor's degree in human resources, industrial-organizational psychology, organizational behavior, business, or a related field. Build proficiency in at least one HRIS platform and one data analysis tool. Seek roles or internships that involve workforce reporting, compensation analysis, or HR data work. Earning a certification such as SHRM-CP or a recognized human capital credential strengthens your candidacy for analyst positions at larger organizations.
Can you get a human capital analyst job with little experience?
Yes, entry-level human capital analyst roles do exist, particularly at consulting firms and government agencies that hire recent graduates into structured analyst programs. Employers with limited experience requirements typically look for demonstrated analytical skills, familiarity with spreadsheet or statistical tools, and any coursework or project work involving HR metrics, survey analysis, or organizational data. A strong academic portfolio or relevant internship can substitute for full-time experience in these postings.
What does the human capital analyst interview process look like?
The process typically starts with a recruiter screening call focused on your background and tool experience, followed by one or two rounds of interviews with hiring managers and HR leadership. Many employers include a take-home or live case exercise where you analyze a workforce dataset or build a simple model. Final rounds often involve a presentation of your findings and a discussion of how you would apply your approach to real problems the team is working on.
Where can I find and apply to human capital analyst jobs?
You can find and apply to human capital analyst jobs on Migrate Mate, which lists current openings from across the United States. Search the roles available, find the ones that match your background and preferences, and apply directly to each listing that fits.
See All 67 Human Capital Analyst Jobs
Find roles that match your experience and apply in just a few clicks.
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