Mid Level People Operations Analyst Jobs
Mid level people operations analyst jobs go to professionals ready to own HR programs end to end, mentor junior team members, and shape people data decisions with minimal oversight. Openings are concentrated across Insurance, Healthcare & Medical Services, and Technology & Software, with 33% remote or hybrid availability, and employers like CVS Health, City and County of San Francisco, and Uline hiring at this level now.
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Showing 5 of 28+ Mid Level People 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 28 Mid Level People Operations Analyst Jobs
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Find JobsMid Level People Operations Analyst Job Market
Who's Hiring
- CVS Health15
- City and County of San Francisco2
- Uline1
- Skydio1
- Stifel1
Top Industries Hiring
- Insurance15
- Healthcare & Medical Services3
- Technology & Software2
- Government & Public Sector2
- Retail1
Mid Level People Operations Analyst Jobs: Frequently Asked Questions
How do I get a mid level people operations analyst job?
Position your experience around ownership, not just execution. Highlight projects you led independently, such as revamping an onboarding process, running a compensation cycle, or building a people analytics dashboard. Tailor your resume to show measurable outcomes and cross-functional collaboration. Recruiters at this level look for professionals who improved a process, not just maintained one, so lead with impact rather than responsibilities.
Which companies hire mid level people operations analysts?
Companies hiring mid level people operations analysts right now include CVS Health, City and County of San Francisco, and Uline, based on current listings on Migrate Mate as of November 2026. Hiring at this level covers high-growth technology firms, large enterprises scaling their HR infrastructure, and mission-driven organizations investing in structured people programs.
Are there remote mid level people operations analyst jobs?
Yes, remote and hybrid options are common at this level. About 33% of mid level people operations analyst openings are remote or hybrid as of November 2026, reflecting broader flexibility across the HR function. Fully on-site roles tend to appear most often at companies building or restructuring in-person teams or undergoing rapid headcount growth.
How do I move up to a mid level people operations analyst role?
Moving into a mid level role typically means building beyond task execution toward project ownership. That progression includes deepening your fluency in HRIS platforms and people data, taking on full responsibility for a cyclical program like performance reviews or benefits open enrollment, and demonstrating that your recommendations influenced decisions. Consistent, measurable impact over your early career is what signals readiness for mid level scope.
Which industries hire the most mid level people operations analysts?
Mid Level people operations analyst roles concentrate in Insurance, Healthcare & Medical Services, and Technology & Software, based on current listings on Migrate Mate as of November 2026. These sectors drive hiring at this level because they tend to have large or rapidly scaling workforces that require structured, data-informed HR programs rather than generalist support.