Human Resources Jobs in Salt Lake City, UT
Human Resources jobs in Salt Lake City are in strong demand, with openings concentrated in the Granary District, downtown's Central Business District, and the Sugar House corridor across technology, healthcare, financial services, and retail. Employers hiring right now include The Church of Jesus Christ of Latter-day Saints, University of Utah, and PACS. Find a role that fits below and apply directly.
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Overview
As a patient-focused organization, University of Utah Health exists to enhance the health and well-being of people through patient care, research and education. Success in this mission requires a culture of collaboration, excellence, leadership, and respect. University of Utah Health seeks staff that are committed to the values of compassion, collaboration, innovation, responsibility, integrity, quality and trust that are integral to our mission. EO/AA
The HR Process Improvement Analyst evaluates, designs, implements, and optimizes HR processes and services. This role partners across HR and with operational stakeholders to identify inefficiencies, reduce manual work, strengthen controls, improve data quality, and enhance the employee and stakeholder experience. The analyst uses process improvement, data analysis, project coordination, documentation, and technology enablement to translate operational needs into sustainable solutions. The role may also maintain assigned HR operational processes while supporting their stabilization, redesign, or transition to a long-term owner.
Corporate Overview: University of Utah Health is an integrated academic healthcare system with five hospitals including a level 1 trauma center, eleven community health centers, over 1,600 providers, and a health plan serving over 200,000 members. University of Utah Health is nationally ranked and recognized for our academic research, quality standards and overall patient experience. In addition to our clinical delivery system, we have a School of Medicine, School of Dentistry, College of Nursing, College of Pharmacy, and College of Health providing education and training for over 1,250 providers annually. We have over 2 million patient visits annually and research grants exceeding $350 million. University of Utah Hospitals and Clinics represents our clinical operations for the larger health system.
Responsibilities
Essential Functions
Process Improvement & Operational Excellence
Analyzes current HR workflows to identify inefficiencies, bottlenecks, control gaps, service challenges, and opportunities for standardization or automation.
Facilitates process mapping, root cause analysis, requirements gathering, and future-state design with process owners and subject matter experts.
Develops practical recommendations that balance employee experience, operational capacity, compliance, risk, technology, and stakeholder needs.
Creates implementation plans and supports the adoption, stabilization, and continuous improvement of redesigned processes.
Establishes measures of success and monitors whether implemented improvements achieve the intended operational outcomes.
Data Analysis & Performance Measurement
Collects, validates, and analyzes operational data to identify patterns, recurring issues, workload drivers, and improvement opportunities.
Develops reports, dashboards, scorecards, and business summaries that communicate findings and support informed decision-making.
Uses quantitative and qualitative information to evaluate process performance, service levels, error trends, risks, and resource impacts.
Tracks project benefits and operational results, including improvements in timeliness, accuracy, quality, capacity, and stakeholder experience.
Project Management & Change Implementation
Leads or coordinates small-to-medium process improvement initiatives from discovery through implementation and sustainment.
Develops project plans, milestones, issue logs, decision records, testing plans, and status updates appropriate to the scope of the initiative.
Coordinates stakeholders, clarifies ownership, manages dependencies, and escalates risks or decisions as needed.
Supports change readiness through clear communications, training materials, job aids, and implementation support.
Technology, Systems & Automation
Identifies opportunities to use HR technology, workflow tools, reporting, integrations, and automation to reduce manual effort and improve accuracy.
Partners with HRIS, technology teams, vendors, and functional owners to define business requirements and translate operational needs into system or workflow enhancements.
Coordinates or performs user acceptance testing, documents results, validates data and process outcomes, and supports issue resolution.
Maintains awareness of available tools and emerging practices that may improve HR service delivery and operational efficiency.
Documentation, Controls & Process Governance
Develops and maintains standard operating procedures, process maps, job aids, templates, role documentation, and control documentation.
Helps establish consistent process ownership, handoffs, escalation paths, and review cycles.
Assesses operational risks and recommends preventive or detective controls to improve accuracy, consistency, and accountability.
Supports audit readiness and provides process documentation, data, and evidence when requested.
Cross-Functional Partnership & Consultation
Builds effective relationships with HR teams and partners across Payroll, HRIS, Finance, Information Technology, operational departments, and external vendors.
Facilitates discussions that clarify problems, align stakeholders, evaluate options, and move improvement work toward decisions and implementation.
Explains complex processes, data, and recommendations in clear language tailored to technical, operational, employee, and leadership audiences.
Provides analytical and process consultation to support strategic planning, service delivery, and organizational improvement priorities.
Operational Process Support & Transition
Supports assigned HR operational processes through monitoring, reconciliation, issue resolution, stakeholder communication, and documentation.
Identifies opportunities to stabilize, simplify, or transition assigned processes while maintaining service continuity and appropriate controls.
Works with current and future process owners to document responsibilities, transfer knowledge, and support successful operational handoffs.
Knowledge / Skills / Abilities
Knowledge of process improvement, business analysis, project management, change management, and operational excellence principles.
Ability to evaluate complex workflows, identify root causes, design future-state processes, and translate findings into actionable recommendations.
Strong analytical skills with the ability to validate data, identify trends and exceptions, and communicate meaningful conclusions.
Proficiency with Microsoft Excel, Word, PowerPoint, Visio or comparable process-mapping tools, and reporting or database tools.
Ability to gather and document business requirements and support system configuration, integration, workflow, and user acceptance testing activities.
Strong written, verbal, facilitation, and presentation skills, including the ability to communicate with technical and nontechnical audiences.
Ability to manage multiple priorities, organize work independently, meet deadlines, and maintain attention to detail in a changing environment.
Ability to build collaborative relationships, navigate cross-functional work, and influence outcomes without direct authority.
Customer service orientation and commitment to improving the employee and stakeholder experience.
Ability to handle sensitive employee and organizational information with discretion.
Qualifications
Required
Bachelor's degree in Human Resources, Business Administration, Operations, Information Systems, Data Analytics, Organizational Development, or a related field, or an equivalent combination of education and experience.
Four years of applicable experience in HR operations, business analysis, process improvement, project coordination, systems support, data analysis, or a related field.
Demonstrated experience analyzing processes, documenting workflows or requirements, and supporting the implementation of operational improvements.
Qualifications (Preferred)
Preferred
Experience supporting HR, benefits, payroll, employee experience, shared services, or high-volume administrative operations.
Experience with PeopleSoft or another HRIS, workflow automation, data visualization, reporting, or process-mapping tools.
Experience leading cross-functional improvement initiatives and supporting system or process implementations.
Working Conditions and Physical Demands
Employee must be able to meet the following requirements with or without an accommodation.
- This is a sedentary position that may exert up to 10 pounds and may lift, carry, push, pull or otherwise move objects. This position involves sitting most of the time and is not exposed to adverse environmental conditions.
Physical Requirements
Listening, Near Vision, Sitting, Speaking, Standing, Walking
Multi-lingual Candidates Welcomed
To inquire about this posting, email: careers@hsc.utah.edu
EEO Statement
University of Utah Health Hospitals and Clinics, a part of The University of Utah, values candidates who have experience working in settings with students and patients from all backgrounds and possess a strong commitment to improving access to higher education and quality healthcare for historically underrepresented students and patient populations.
All qualified individuals are encouraged to apply. Veterans’ preference is extended to qualified applicants, upon request and consistent with University policy and Utah state law. Upon request, reasonable accommodations in the application process will be provided to individuals with disabilities.
University of Utah Health Hospitals and Clinics, a part of The University of Utah, is an Affirmative Action/Equal Opportunity employer and does not discriminate based upon race, ethnicity, color, religion, national origin, age, disability, sex, sexual orientation, gender, gender identity, gender expression, pregnancy, pregnancy-related conditions, genetic information, or protected veteran's status. The University does not discriminate on the basis of sex in the education program or activity that it operates, as required by Title IX and 34 CFR part 106. The requirement not to discriminate in education programs or activities extends to admission and employment. Inquiries about the application of Title IX and its regulations may be referred to the Title IX Coordinator, to the Department of Education, Office for Civil Rights, or both.
To request a reasonable accommodation for a disability, please contact the University of Utah Health Hospitals and Clinics Human Resources office at 801-581-6500. If you or someone you know has experienced discrimination or sexual misconduct including sexual harassment, you may contact the Director/Title IX Coordinator in the Office of Equal Opportunity (OEO). More information, including the Director/Title IX Coordinator's office address, electronic mail address, and telephone number can be located at:www.utah.edu/nondiscrimination/
Online reports may be submitted atoeo.utah.edu/
The University is a participating employer with Utah Retirement Systems (“URS”). Eligible new hires with prior URS service, may elect to enroll in URS if they make the election before they become eligible for retirement (usually the first day of work). Contact Hospitals and Clinics Human Resources at (801) 581-6500 for information. Individuals who previously retired and are receiving monthly retirement benefits from URS are subject to URS’ post-retirement rules and restrictions. Please contact Utah Retirement Systems at (801) 366-7770 or (800) 695-4877 or Hospitals and Clinics Human Resources at (801) 581-6500 if you have questions regarding the post-retirement rules.
This position may require the successful completion of a criminal background check and/or drug screen.
Requisition Number 86696
Reg/Temp Regular
Employment Type Full-Time
Shift Day
Work Schedule M, T, W, TH, F 8am to 4:30pm
Location Name Business Services Building
Workplace Set Up Hybrid
City SALT LAKE CITY
State UT
Department COR ISC 05A HUMAN RESOURCES
Category Human Resources
Workplace Set Up Hybrid
Overview
As a patient-focused organization, University of Utah Health exists to enhance the health and well-being of people through patient care, research and education. Success in this mission requires a culture of collaboration, excellence, leadership, and respect. University of Utah Health seeks staff that are committed to the values of compassion, collaboration, innovation, responsibility, integrity, quality and trust that are integral to our mission. EO/AA
The HR Process Improvement Analyst evaluates, designs, implements, and optimizes HR processes and services. This role partners across HR and with operational stakeholders to identify inefficiencies, reduce manual work, strengthen controls, improve data quality, and enhance the employee and stakeholder experience. The analyst uses process improvement, data analysis, project coordination, documentation, and technology enablement to translate operational needs into sustainable solutions. The role may also maintain assigned HR operational processes while supporting their stabilization, redesign, or transition to a long-term owner.
Corporate Overview: University of Utah Health is an integrated academic healthcare system with five hospitals including a level 1 trauma center, eleven community health centers, over 1,600 providers, and a health plan serving over 200,000 members. University of Utah Health is nationally ranked and recognized for our academic research, quality standards and overall patient experience. In addition to our clinical delivery system, we have a School of Medicine, School of Dentistry, College of Nursing, College of Pharmacy, and College of Health providing education and training for over 1,250 providers annually. We have over 2 million patient visits annually and research grants exceeding $350 million. University of Utah Hospitals and Clinics represents our clinical operations for the larger health system.
Responsibilities
Essential Functions
Process Improvement & Operational Excellence
Analyzes current HR workflows to identify inefficiencies, bottlenecks, control gaps, service challenges, and opportunities for standardization or automation.
Facilitates process mapping, root cause analysis, requirements gathering, and future-state design with process owners and subject matter experts.
Develops practical recommendations that balance employee experience, operational capacity, compliance, risk, technology, and stakeholder needs.
Creates implementation plans and supports the adoption, stabilization, and continuous improvement of redesigned processes.
Establishes measures of success and monitors whether implemented improvements achieve the intended operational outcomes.
Data Analysis & Performance Measurement
Collects, validates, and analyzes operational data to identify patterns, recurring issues, workload drivers, and improvement opportunities.
Develops reports, dashboards, scorecards, and business summaries that communicate findings and support informed decision-making.
Uses quantitative and qualitative information to evaluate process performance, service levels, error trends, risks, and resource impacts.
Tracks project benefits and operational results, including improvements in timeliness, accuracy, quality, capacity, and stakeholder experience.
Project Management & Change Implementation
Leads or coordinates small-to-medium process improvement initiatives from discovery through implementation and sustainment.
Develops project plans, milestones, issue logs, decision records, testing plans, and status updates appropriate to the scope of the initiative.
Coordinates stakeholders, clarifies ownership, manages dependencies, and escalates risks or decisions as needed.
Supports change readiness through clear communications, training materials, job aids, and implementation support.
Technology, Systems & Automation
Identifies opportunities to use HR technology, workflow tools, reporting, integrations, and automation to reduce manual effort and improve accuracy.
Partners with HRIS, technology teams, vendors, and functional owners to define business requirements and translate operational needs into system or workflow enhancements.
Coordinates or performs user acceptance testing, documents results, validates data and process outcomes, and supports issue resolution.
Maintains awareness of available tools and emerging practices that may improve HR service delivery and operational efficiency.
Documentation, Controls & Process Governance
Develops and maintains standard operating procedures, process maps, job aids, templates, role documentation, and control documentation.
Helps establish consistent process ownership, handoffs, escalation paths, and review cycles.
Assesses operational risks and recommends preventive or detective controls to improve accuracy, consistency, and accountability.
Supports audit readiness and provides process documentation, data, and evidence when requested.
Cross-Functional Partnership & Consultation
Builds effective relationships with HR teams and partners across Payroll, HRIS, Finance, Information Technology, operational departments, and external vendors.
Facilitates discussions that clarify problems, align stakeholders, evaluate options, and move improvement work toward decisions and implementation.
Explains complex processes, data, and recommendations in clear language tailored to technical, operational, employee, and leadership audiences.
Provides analytical and process consultation to support strategic planning, service delivery, and organizational improvement priorities.
Operational Process Support & Transition
Supports assigned HR operational processes through monitoring, reconciliation, issue resolution, stakeholder communication, and documentation.
Identifies opportunities to stabilize, simplify, or transition assigned processes while maintaining service continuity and appropriate controls.
Works with current and future process owners to document responsibilities, transfer knowledge, and support successful operational handoffs.
Knowledge / Skills / Abilities
Knowledge of process improvement, business analysis, project management, change management, and operational excellence principles.
Ability to evaluate complex workflows, identify root causes, design future-state processes, and translate findings into actionable recommendations.
Strong analytical skills with the ability to validate data, identify trends and exceptions, and communicate meaningful conclusions.
Proficiency with Microsoft Excel, Word, PowerPoint, Visio or comparable process-mapping tools, and reporting or database tools.
Ability to gather and document business requirements and support system configuration, integration, workflow, and user acceptance testing activities.
Strong written, verbal, facilitation, and presentation skills, including the ability to communicate with technical and nontechnical audiences.
Ability to manage multiple priorities, organize work independently, meet deadlines, and maintain attention to detail in a changing environment.
Ability to build collaborative relationships, navigate cross-functional work, and influence outcomes without direct authority.
Customer service orientation and commitment to improving the employee and stakeholder experience.
Ability to handle sensitive employee and organizational information with discretion.
Qualifications
Required
Bachelor's degree in Human Resources, Business Administration, Operations, Information Systems, Data Analytics, Organizational Development, or a related field, or an equivalent combination of education and experience.
Four years of applicable experience in HR operations, business analysis, process improvement, project coordination, systems support, data analysis, or a related field.
Demonstrated experience analyzing processes, documenting workflows or requirements, and supporting the implementation of operational improvements.
Qualifications (Preferred)
Preferred
Experience supporting HR, benefits, payroll, employee experience, shared services, or high-volume administrative operations.
Experience with PeopleSoft or another HRIS, workflow automation, data visualization, reporting, or process-mapping tools.
Experience leading cross-functional improvement initiatives and supporting system or process implementations.
Working Conditions and Physical Demands
Employee must be able to meet the following requirements with or without an accommodation.
- This is a sedentary position that may exert up to 10 pounds and may lift, carry, push, pull or otherwise move objects. This position involves sitting most of the time and is not exposed to adverse environmental conditions.
Physical Requirements
Listening, Near Vision, Sitting, Speaking, Standing, Walking
Multi-lingual Candidates Welcomed
To inquire about this posting, email: careers@hsc.utah.edu
EEO Statement
University of Utah Health Hospitals and Clinics, a part of The University of Utah, values candidates who have experience working in settings with students and patients from all backgrounds and possess a strong commitment to improving access to higher education and quality healthcare for historically underrepresented students and patient populations.
All qualified individuals are encouraged to apply. Veterans’ preference is extended to qualified applicants, upon request and consistent with University policy and Utah state law. Upon request, reasonable accommodations in the application process will be provided to individuals with disabilities.
University of Utah Health Hospitals and Clinics, a part of The University of Utah, is an Affirmative Action/Equal Opportunity employer and does not discriminate based upon race, ethnicity, color, religion, national origin, age, disability, sex, sexual orientation, gender, gender identity, gender expression, pregnancy, pregnancy-related conditions, genetic information, or protected veteran's status. The University does not discriminate on the basis of sex in the education program or activity that it operates, as required by Title IX and 34 CFR part 106. The requirement not to discriminate in education programs or activities extends to admission and employment. Inquiries about the application of Title IX and its regulations may be referred to the Title IX Coordinator, to the Department of Education, Office for Civil Rights, or both.
To request a reasonable accommodation for a disability, please contact the University of Utah Health Hospitals and Clinics Human Resources office at 801-581-6500. If you or someone you know has experienced discrimination or sexual misconduct including sexual harassment, you may contact the Director/Title IX Coordinator in the Office of Equal Opportunity (OEO). More information, including the Director/Title IX Coordinator's office address, electronic mail address, and telephone number can be located at:www.utah.edu/nondiscrimination/
Online reports may be submitted atoeo.utah.edu/
The University is a participating employer with Utah Retirement Systems (“URS”). Eligible new hires with prior URS service, may elect to enroll in URS if they make the election before they become eligible for retirement (usually the first day of work). Contact Hospitals and Clinics Human Resources at (801) 581-6500 for information. Individuals who previously retired and are receiving monthly retirement benefits from URS are subject to URS’ post-retirement rules and restrictions. Please contact Utah Retirement Systems at (801) 366-7770 or (800) 695-4877 or Hospitals and Clinics Human Resources at (801) 581-6500 if you have questions regarding the post-retirement rules.
This position may require the successful completion of a criminal background check and/or drug screen.
Requisition Number 86696
Reg/Temp Regular
Employment Type Full-Time
Shift Day
Work Schedule M, T, W, TH, F 8am to 4:30pm
Location Name Business Services Building
Workplace Set Up Hybrid
City SALT LAKE CITY
State UT
Department COR ISC 05A HUMAN RESOURCES
Category Human Resources
Workplace Set Up Hybrid
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Find Human Resources JobsHuman Resources Job Market in Salt Lake City
Who's Hiring
Human Resources Jobs in Salt Lake City: Frequently Asked Questions
How do I get a human resources job in Salt Lake City?
The strongest opportunities in Salt Lake City are with tech companies headquartered in the Silicon Slopes corridor, large healthcare systems, and financial services firms concentrated downtown. Candidates who stand out typically combine generalist HR experience with familiarity in high-growth, compliance-heavy environments. Attending local SHRM Utah chapter events and building connections within Salt Lake City's tight-knit business community gives applicants a genuine edge over remote applicants.
Which companies hire human resourcess in Salt Lake City?
Employers hiring human resourcess in Salt Lake City right now include The Church of Jesus Christ of Latter-day Saints, University of Utah, and PACS, based on current listings on Migrate Mate as of October 2026. Salt Lake City's mix of regional hospital networks, fast-scaling tech firms, and large retail and financial services headquarters means steady demand for both generalist and specialist HR professionals.
Are there remote human resources jobs in Salt Lake City?
Yes, though it depends heavily on the function, as roles in employee relations, on-site recruiting, and benefits administration typically require in-person presence, while HR analytics, HRIS management, and compensation analysis are often fully remote. About 0% of human resources openings tied to Salt Lake City are remote or hybrid as of October 2026, reflecting broader flexibility in the local tech and financial services sectors. Strategic and systems-focused HR roles are the most consistently remote in this market.
How can I get a human resources job in Salt Lake City with little or no experience?
The most realistic entry path in Salt Lake City is through HR coordinator or HR assistant roles at the city's many mid-size tech companies and healthcare organizations, which frequently hire junior candidates and promote from within. University of Utah and Westminster University alumni networks connect new graduates directly with local employers. Internships with Salt Lake City's growing financial services and retail headquarters also provide a strong foothold into full-time HR careers.
See All 41 Human Resources Jobs in Salt Lake City
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