Analyst I - Employee Experience Analyst

Job Summary

The Employee Experience Analyst - Analyst I supports the day-to-day execution of Performance Management and Employee Experience programs through process administration, employee and leader support, communications, data tracking, reporting, and operational coordination.

Performance Management is a core component of this role. The Analyst supports recurring activities such as goal setting, performance review cycles, completion tracking, communications, data validation, and routine employee and leader inquiries.

The role also provides support for broader Employee Experience activities, including employee listening, engagement surveys, recognition, action planning, and related programs. Working within established processes and with guidance from more experienced team members, the Analyst is expected to deliver accurate, timely, and responsive support while developing deeper expertise in Performance Management and Employee Experience.

Responsibilities

Performance Management Support

• Support recurring Performance Management activities, including goal setting, mid-year processes, year-end reviews, and other established cycles.
• Maintain cycle calendars, trackers, process documentation, and related materials.
• Support employee and leader communications before and during Performance Management cycles.
• Track completion and participation and follow up on outstanding activities according to established procedures.
• Respond to routine employee, leader, or HR partner questions using established resources and guidance.
• Escalate non-routine or sensitive Performance Management issues to more experienced team members or leadership.
• Assist with Performance Management data validation and reconciliation.
• Support preparation of job aids, FAQs, process guides, and other resources.
• Assist with system testing and process changes as assigned.

Employee Experience Engagement Support

• Support administration of employee engagement surveys and other listening activities.
• Assist with communications, distribution lists, participation tracking, reporting, and follow-up.
• Maintain program trackers, documentation, and employee experience resources.
• Support action-planning activities and follow-up as directed.
• Assist with employee recognition and other engagement activities.
• Respond to routine program questions and route more complex requests appropriately.

Data, Reporting Administration

• Maintain accurate employee and program data in trackers, reports, and systems.
• Prepare recurring reports and summaries using established templates and processes.
• Perform routine quality checks and identify missing or inconsistent information.
• Follow established procedures for handling confidential employee information.
• Maintain organized documentation and appropriate records for assigned programs.

Stakeholder Team Support

• Provide professional and responsive support to employees, leaders, HR partners, and team members.
• Coordinate with colleagues across geographies and time zones to complete assigned activities.
• Provide timely status updates and follow through on assigned action items.
• Work collaboratively with other Performance Engagement team members during high-volume cycle periods.
• Support special projects and additional team priorities as assigned.

Process Continuous Improvement

• Follow established standard operating procedures and workflows.
• Identify routine issues or recurring questions and bring them to the attention of more experienced team members.
• Help maintain current documentation, templates, and process resources.
• Participate in process-improvement activities and adoption of new tools or processes.

Education Experience

• Bachelor's degree in Human Resources, Business, Organizational Development, Psychology, or a related field; equivalent relevant experience may be considered.
• Typically 2+ years of relevant professional experience in Human Resources, Talent Management, Performance Management, HR operations, Employee Experience, or a related area.
• Prior exposure to or experience supporting Performance Management processes is required.
• Experience supporting employee or leader HR processes, communications, data tracking, or administrative activities.
• Exposure to performance review cycles, goal setting, employee engagement, surveys, or related Talent Management processes preferred.
• Experience in a deadline-driven environment with recurring deliverables.
• Exposure to global teams, shared services, or a Global Capability Center preferred.

Must Have Skills

• Foundational knowledge of Performance Management processes.
• Prior experience or meaningful exposure supporting Performance Management activities.
• Strong organizational and time-management skills.
• Strong attention to detail and accuracy.
• Good written and verbal English communication skills.
• Ability to follow established HR processes and procedures.
• Ability to provide professional and responsive employee and leader support.
• Ability to manage multiple routine assignments and deadlines.
• Strong follow-through and reliability.
• Proficiency in Microsoft Excel, PowerPoint, and related productivity tools.
• Ability to work collaboratively across teams and geographies.
• Ability to handle confidential employee information appropriately.

Nice to Have Skills

• Experience with a Performance Management or HRIS platform.
• Exposure to Workday, Oracle, SuccessFactors, or similar HR technology.
• Experience supporting employee engagement or listening surveys.
• Exposure to reporting, dashboards, or data-analysis tools.
• Employee recognition or engagement-program experience.
• Global Capability Center or shared-services experience.
• Healthcare or regulated-industry experience.

Knowledge, Skills, Abilities, Behaviors

• Demonstrates accuracy and reliability when supporting employee-related processes.
• Understands the importance of confidentiality when working with performance and employee information.
• Learns Performance Management processes quickly and applies established procedures consistently.
• Communicates professionally with employees, leaders, and HR partners.
• Demonstrates strong follow-through and meets established deadlines.
• Works collaboratively and supports team priorities, particularly during high-volume Performance Management cycles.
• Asks appropriate questions and escalates issues when guidance is required.
• Responds positively to feedback and develops new capabilities quickly.
• Maintains a service-oriented approach to employee and leader support.
• Demonstrates curiosity about how HR processes affect the overall employee experience.

Disclaimer: This job posting has been aggregated from external source. Role details, content, and availability are subject to change. Applicants are advised to confirm the latest information directly on the company website before applying.