Analyst I

About the Role

The Employee Experience Analyst - Analyst I supports the day-to-day execution of Performance Management and Employee Experience programs. This role focuses on process administration, employee and leader support, communications, data tracking, reporting, and operational coordination. Performance Management is a core component of this role.

Key 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.
• Respond to routine employee, leader, or HR partner questions using established resources and guidance.
• Escalate non-routine or sensitive Performance Management issues.
• 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.

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.
• 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.

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.

Requirements & Tech Stack

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.

Qualifications

• 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.