Skills & Competencies for HR Operations Analyst II

HR Operations Analyst II job profile

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JOB SUMMARY for HR Operations Analyst II

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

JOB RESPONSIBILITIES for HR Operations Analyst II

Collaborates with stakeholders to provide consultation, process design, and project management of HR program implementations and initiatives like compensation, benefits, performance management, or training. Implements scalable methodologies and tools to optimize HR operations and streamline core processes like onboarding, hiring, terminations, retirements, timekeeping, and others that make up the employment life-cycle. Performs employee data management and analysis processes to ensure that data is secure and maintained consistent with company policies and privacy regulations. Prepares and delivers required reporting and filings. May be responsible for the coordination of HR process outsourcing vendors and contracts.

HR Operations Analyst II SALARY RANGE

BASE 50%
$73,649
TOTAL 50%
$76,379
Job Level
P02
Job Code
HR09200421
Education/Degree
Bachelor's Degree
Reports To
Manager or Head of a Unit/Department

HR Operations Analyst II 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 II skill and competencie below to view definitions.
JOB FAMILY COMPETENCIES CORE COMPETENCIES
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11 general skills or competencies (Job family competencies) for HR Operations Analyst II

1 Job Family Competencies – Internal Communications
Proficiency Level -2
Skill definition-Promoting a seamless flow of information throughout our business to align the employees' performance with the company's objectives.
Level 1 Behaviors
(General Familiarity)
Explains how effective internal communications can improve employee retention.
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Level 2 Behaviors
(Light Experience)
Tracks the performance metrics to support the effectiveness of both internal and external communications.
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Level 3 Behaviors
(Moderate Experience)
Works on opportunities to promote and positively represent our organization through internal communication.
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Level 4 Behaviors
(Extensive Experience)
Schedules collaborative meetings with internal teams to forecast campaign performances.
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Level 5 Behaviors
(Mastery)
Strategizes internal communication plans designed to connect key stakeholders with your organization.
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2 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)
Lists the factors that should be considered in the development of the benefits objectives.
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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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3 HR Operations Analyst II - Skill and Competency
Proficiency Level - 3
4 Skill and Competency - HR Operations Analyst II
Proficiency Level - 4
5 Competency for - HR Operations Analyst II
Proficiency Level - 5

8 soft skills or competencies (core competencies) for HR Operations Analyst II

1 Core Competencies – Business Process Improvement
Proficiency Level -3
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)
Explains common symptoms of inefficient processes that call for business process improvement.
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Level 2 Behaviors
(Light Experience)
Collects feedback directly from staff involved in the new process mapping.
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Level 3 Behaviors
(Moderate Experience)
Manages process improvements to ensure that the entire system works efficiently.
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Level 4 Behaviors
(Extensive Experience)
Expedites processes by switching from sequential tasks to simultaneous tasks.
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Level 5 Behaviors
(Mastery)
Leads the reorganization of the workforce based on the agreed and desired outcomes.
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2 Core Competencies – Standard Operating Procedures (SOP)
Proficiency Level -3
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)
Discusses the considerations and concerns on applying SOP for the first time.
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Level 2 Behaviors
(Light Experience)
Documents the SOP drafts and outlines for final approval.
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Level 3 Behaviors
(Moderate Experience)
Initiates SOP revisions to support continuous improvement of processes.
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Level 4 Behaviors
(Extensive Experience)
Evaluates the benefits and drawbacks of a specific SOP; oversees the corresponding enhancements.
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Level 5 Behaviors
(Mastery)
Establishes formal policies and procedures to guide the our SOP practices.
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3 HR Operations Analyst II - Skill and Competency
Proficiency Level - 3
4 Skill and Competency - HR Operations Analyst II
Proficiency Level - 4
5 Competency for - HR Operations Analyst II
Proficiency Level - 5

Summary of HR Operations Analyst II skills and competencies

There are 0 hard skills for HR Operations Analyst II.
11 general skills for HR Operations Analyst II, Internal Communications, Benefit Programs, Compensation Management, etc.
8 soft skills for HR Operations Analyst II, Business Process Improvement, Standard Operating Procedures (SOP), Prioritization, etc.
While the list totals 19 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 II, he or she needs to be skilled in Business Process Improvement, be skilled in Standard Operating Procedures (SOP), and be proficient in Prioritization.

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