Senior Analyst, People Operations

As a Senior Analyst in People Operations at Evolve, your primary responsibilities include managing and optimizing HR systems like HRIS, LMS, and ATS. You'll analyze employee data for reporting, support internal stakeholders with HR-related inquiries, and enhance the onboarding and offboarding processes, ensuring compliance and efficiency throughout the employment life cycle.

To be considered for the Senior Analyst, People Operations position at Evolve, you should have a Bachelor’s degree in human resources or a related field and at least 5 years of experience in HR or related roles. Familiarity with HR systems such as Workday, Betterworks, and Greenhouse ATS is highly preferred, alongside strong analytical skills and excellent communication abilities.

In the role of Senior Analyst, People Operations at Evolve, you will facilitate employee engagement initiatives by managing surveys, exit interviews, and pulse checks. Your insights drawn from data analysis will help shape the company culture and strengthen employee satisfaction by addressing concerns and implementing effective changes.

Evolve offers a dynamic remote work environment for the Senior Analyst, People Operations role, fostering a culture of collaboration and inclusivity. You’ll be part of a customer-obsessed team dedicated to innovation, where every team member is encouraged to bring their authentic self and contribute to our mission of making vacation rentals easy for everyone.

At Evolve, the Senior Analyst, People Operations has numerous growth opportunities, including world-class onboarding programs and ongoing learning and development resources. You are encouraged to take ownership of your professional development, seeking new challenges and skills that enhance your career trajectory in HR.

When answering this question, highlight your specific experiences with HR systems like HRIS, ATS, and LMS. Discuss any accomplishments where you've successfully managed or improved these systems, and mention any platforms you're familiar with, such as Workday or Greenhouse.

Explain your methods for maintaining data accuracy, such as regular audits, consistent data entry protocols, and the importance of compliance with company policies and privacy regulations. Provide examples if possible.

Talk about the importance of regular feedback and employee surveys to gauge satisfaction and engagement. Share past initiatives you’ve implemented and the positive outcomes that resulted from focusing on employee feedback.

Demonstrate your approach to listening actively, understanding the employee's concerns, and explaining the policies clearly. Highlight the importance of providing support while ensuring compliance with regulations.

Discuss your experience with data analysis tools and software, along with specific metrics you track to inform management decisions, such as turnover rates and employee satisfaction scores.

Share a specific instance where you identified a problem in an HR process and implemented a solution. Discuss the impacts of your changes, including efficiency gains or enhanced user experiences.

Explain your strategies for keeping up to date with employment laws, such as following relevant regulatory bodies, attending workshops, and subscribing to industry newsletters to ensure compliance and provide informed guidance.

Highlight the importance of clarity, empathy, and responsiveness when communicating HR policies and procedures. Discuss how you tailor your communication style to suit various stakeholders, enhancing understanding and cooperation.

Demonstrate your organizational skills by explaining your approach to assessing urgency and impact. Discuss any prioritization frameworks you use, like the Eisenhower Matrix, to effectively manage your workload.

Discuss how data analytics can drive strategic decisions in People Operations, from optimizing recruitment processes to enhancing employee retention. Provide examples of how you've used data to support HR initiatives in past roles.