Skills & Competencies for HR Operations Analyst I

HR Operations Analyst I job profile

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JOB SUMMARY for HR Operations Analyst I

Supports the design, deployment, and administration of operational processes used to deliver HR programs and projects.

JOB RESPONSIBILITIES for HR Operations Analyst I

Collaborates with stakeholders to provide the design and documentation of HR programs like compensation, benefits, performance management, or training. Analyzes program performance and satisfaction to develop key insights for process improvements. Implements scalable methodologies and tools to optimize HR operations and streamline core processes like onboarding, hiring, terminations, rewards, and timekeeping. Performs employee data management and analysis processes to ensure that data is secure and maintained consistently with company policies and privacy regulations. Prepares and delivers required reports and filings.

HR Operations Analyst I SALARY RANGE

BASE 50%
$67,962
TOTAL 50%
$69,834
Job Level
P01
Job Code
HR09200474
Education/Degree
Bachelor's Degree
Reports To
Manager

HR Operations Analyst I Skills and Competencies List

Proficiency Levels and Behavioural Indicators
Salary.com identifies five increasing levels of proficiency for each skill/competency. Some jobs require only a relatively low level of proficiency in each skill/competency, while other jobs will require a more advanced level of proficiency in the same skill/competency. These levels rate the degree of proficiency (skill level, expertise) we expect the incumbent to perform in the given skill/competency for the given job. Note that we intentionally do not associate timeframes or years of experience in performing the skill/competency because that can be misleading. Proficiency levels identify what the incumbent knows and can do rather than how long they have been doing it. Also, note that the proficiency levels are cumulative, e.g., a level 4 proficiency implies the ability to perform all the behaviors at the lower levels.
Check each HR Operations Analyst I skill and competencie below to view definitions.
JOB FAMILY COMPETENCIES CORE COMPETENCIES
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10 general skills or competencies (Job family competencies) for HR Operations Analyst I

1 Job Family Competencies – Benefit Programs
Proficiency Level -2
Skill definition-Designing, managing, assessing and implementing compensation plan to attract and retain talent.
Level 1 Behaviors
(General Familiarity)
Identifies major types of benefits program.
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Level 2 Behaviors
(Light Experience)
Performs employees' needs assessment to support the selection and of benefit program.
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Level 3 Behaviors
(Moderate Experience)
Recommends improvements to the overall benefits program.
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Level 4 Behaviors
(Extensive Experience)
Monitors overall benefits benchmarking activities to assess current programs and policies.
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Level 5 Behaviors
(Mastery)
Establishes a periodic evaluation process to assess effectiveness of benefits.
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2 Job Family Competencies – Compensation Management
Proficiency Level -2
Skill definition-Managing and determining the salary, bonuses, and benefits to ensure competitive and appropriate compensation for employees.
Level 1 Behaviors
(General Familiarity)
Identifies and describes different types of employee compensation in our workplace.
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Level 2 Behaviors
(Light Experience)
Prepares reports and statistical information to identify potential issues in compensation management.
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Level 3 Behaviors
(Moderate Experience)
Reviews compensation data to assist management with making pay decisions and designing pay programs.
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Level 4 Behaviors
(Extensive Experience)
Monitors employee compensation to ensure compensations remain competitive to retain the best talent.
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Level 5 Behaviors
(Mastery)
Establishes the guidelines and criteria for evaluating the appropriate employee compensation.
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3 HR Operations Analyst I - Skill and Competency
Proficiency Level - 3
4 Skill and Competency - HR Operations Analyst I
Proficiency Level - 4
5 Competency for - HR Operations Analyst I
Proficiency Level - 5

6 soft skills or competencies (core competencies) for HR Operations Analyst I

1 Core Competencies – Business Process Improvement
Proficiency Level -2
Skill definition-Proactively defining, analyzing, and streamlining existing business processes within an organization to meet new quotas or standards of quality.
Level 1 Behaviors
(General Familiarity)
Lists the key benefits and effects of business process improvement.
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Level 2 Behaviors
(Light Experience)
Identifies the constraints causing bottlenecks in our production.
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Level 3 Behaviors
(Moderate Experience)
Pinpoints extraneous steps and sub-steps within the process that don't seem to serve a purpose.
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Level 4 Behaviors
(Extensive Experience)
Reassigns and retrains staff as needed in preparation for revised business processes.
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Level 5 Behaviors
(Mastery)
Promotes the automation of processes to minimize the number of manual steps and errors.
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2 Core Competencies – Standard Operating Procedures (SOP)
Proficiency Level -2
Skill definition-A set of written instructions that describes the step-by-step activities to complete tasks in compliance with business standards and industry regulations.
Level 1 Behaviors
(General Familiarity)
Identifies our internal and external sources for the SOPs we need.
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Level 2 Behaviors
(Light Experience)
Participates in the implementation of new SOPs and enhancement of existing ones.
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Level 3 Behaviors
(Moderate Experience)
Modifies SOPs accordingly to reflect changes in our business practices and policies.
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Level 4 Behaviors
(Extensive Experience)
Optimizes the current SOP development and implementation processes.
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Level 5 Behaviors
(Mastery)
Leads cross-functional efforts to develop and implement SOPs across our organization.
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3 HR Operations Analyst I - Skill and Competency
Proficiency Level - 3
4 Skill and Competency - HR Operations Analyst I
Proficiency Level - 4
5 Competency for - HR Operations Analyst I
Proficiency Level - 5

Summary of HR Operations Analyst I skills and competencies

There are 0 hard skills for HR Operations Analyst I..
10 general skills for HR Operations Analyst I, Benefit Programs, Compensation Management, Human Resource Information System (HRIS), etc.
6 soft skills for HR Operations Analyst I, Business Process Improvement, Standard Operating Procedures (SOP), Critical Thinking, etc.
While the list totals 16 distinct skills, it's important to note that not all are required to be mastered to the same degree. Some skills may only need a basic understanding, whereas others demand a higher level of expertise.
For instance, as a HR Operations Analyst I, he or she needs to be proficient in Business Process Improvement, be proficient in Standard Operating Procedures (SOP), and be proficient in Critical Thinking.

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