Analyst, People Operations
11:11 Systems · United States · 1 mo ago
RemoteRemoteHuman ResourcesFull-time
We need to output HTML fragment only, with headings for sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must include sections only if posting has real specific content. The posting includes "The Role" which is about the role. So we can have
for sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must include sections only if posting has real specific content. The posting includes "The Role" which is about the role. So we can have About the role
with prose.
Responsibilities: there is a big list. So Responsibilities
with - items.
Qualifications: there is a "Qualifications:" section with Required Qualifications and Preferred Qualifications. Also "Standard Requirements". We need to decide which sections to output: Requirements, Qualifications, Skills. The instruction: Use headings for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we need to map content accordingly.
We have qualifications content: Required Qualifications (Bachelor's, 3 years experience, Advanced Excel, etc.) Preferred Qualifications (HRIS reporting, workflow automation, ADP Workforce Now). Also "Standard Requirements" which is generic boilerplate about performing essential functions, reasonable accommodation. That might be considered Requirements? Could be placed under Requirements heading. However the instruction: "Prefer a few substantive sections over many thin ones." So we could combine Required and Preferred under Qualifications heading, and maybe Requirements heading could be omitted if not substantive beyond that. But we have "Standard Requirements" which is somewhat boilerplate but still content. It says: "To perform this job successfully, an individual must be able to perform each essential function satisfactorily. The requirements listed above are representative of the knowledge, skills, and abilities required. Reasonable accommodation may be made to enable qualified individuals with disabilities to perform the essential functions." That's somewhat generic but still substantive. Could be placed under Requirements heading.
Skills: The posting mentions Advanced Excel skills, working knowledge of HR data governance, etc. Those could be considered skills. But we could also put them under Qualifications. Since we have both Qualifications and Skills headings available, we need to decide where to put content. The instruction: "Use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It doesn't require us to use all; we should include only when posting has real specific content. So we need to see if there is distinct content for Skills beyond what's in Qualifications. The posting includes "Advanced Excel skills, including lookups, data validation, conditional logic, pivot tables, and the ability to analyze and reconcile large, complex datasets." That's a skill. Also "Working knowledge of HR data governance, employee lifecycle processes, data privacy practices, and HR reporting standards." That's also skill. Also "Responsive, customer-focused support skills and the ability to communicate with professional candor." That's skill. Also "Strong ownership, sound judgment, and meticulous attention to detail." That's skill. Also "Ability to work collaboratively across functions, prioritize competing requests, and follow through on commitments." That's skill. So we have a bunch of skill-like statements. Could put them under Skills heading. Meanwhile Qualifications could contain the education and experience requirements (Bachelor's, 3 years experience). Preferred qualifications could also go under Qualifications or maybe under Skills? Usually preferred qualifications are separate but we can put them under Qualifications as well. However we need to avoid duplication. Let's decide:
- About the role: prose from first paragraph(s) before "Responsibilities". That includes: "The Analyst, People Operations supports the administration, optimization, and continuous improvement of 11:11 Systems’ global People Operations processes and HR technology ecosystem. This role helps maintain accurate employee data, HRIS workflows, reports, dashboards, documentation, and employee lifecycle processes so HR teams, managers, and employees receive timely and reliable support. The ideal candidate is analytical, organized, service-oriented, discreet with confidential information, curious about emerging AI capabilities, and able to translate operational needs into clear, scalable solutions. This is a full-time, remote role based in the United States and reports to the Sr Manager, People & Talent Operations."
We should not repeat job title as heading; we already have About the role.
- Responsibilities: all bullet points under "Responsibilities". We'll convert each sentence into
- . Need to preserve all substantive information. There are many responsibilities listed as sentences starting with verbs. We'll break them into list items.
- Requirements: maybe we can include the "Standard Requirements" paragraph. That's a short paragraph. Could be under Requirements heading.
- Qualifications: Required Qualifications and Preferred Qualifications. We'll list required as
- ... and preferred as maybe another
or we can combine with note "Preferred". But we need to preserve all info. We'll do two lists: one for Required, one for Preferred, each under Qualifications heading? Or we could have subheadings but not allowed; only h3 headings. So we can put both lists under Qualifications heading, with maybe a indicating Required Qualifications and then list, then another
for Preferred Qualifications and list.
- Skills: we can extract skill statements from the qualifications section (Advanced Excel skills, working knowledge..., Responsive..., Strong ownership..., Ability to work collaboratively...). Also maybe other skill-like statements elsewhere? We'll put them under Skills heading as a
.
- Benefits, Pay, Schedule: posting does not mention any specific benefits, pay, or schedule details. So we should NOT include those headings.
Now we need to ensure we don't include boilerplate like cookie/navigation/legal/EEO etc. There's none.
We must output only HTML fragment, no or . So just the elements.
Let's craft.
First, About the role: we need to wrap in .
Responsibilities: each bullet as
- . Need to ensure we capture all responsibilities. Let's list them from the text:
1. Administer and maintain employee lifecycle processes in the HRIS, including onboarding, job and manager changes, transfers, organizational updates, offboarding, and other employee data transactions.
2. Identify high-volume, rule-based People Operations activities that may be improved through AI agents, agentic workflows, and workflow automation, including policy questions, employee lifecycle intake, onboarding handoffs, data updates, and case triage.
3. Support the design, configuration, testing, documentation, and continuous improvement of HR workflows that connect the HRIS, Jira Service Management or ServiceNow, payroll, benefits, knowledge repositories, and other approved systems.
4. Support HRIS configuration, workflows, integrations, custom fields, and system enhancements by gathering requirements, documenting proposed changes, coordinating testing, and tracking issues through resolution.
5. Support the design and maintenance of HRIS configuration, including validation tables, lookup tables, reference data, business rules, calculated fields, forms, workflows, and integrations.
6. Create, update, and test validation tables and configuration changes while maintaining documentation, approval records, and regression test cases.
7. Maintain role-based access, security controls, audit support, and data privacy practices for HR systems and AI-enabled workflows in partnership with People Operations, IT, Payroll, Benefits, and other appropriate stakeholders.
8. Support human review controls for AI agents, including approved data sources, scoped permissions, grounding requirements, approval gates, escalation paths, exception handling, audit logs, and stop or rollback procedures for sensitive HR actions.
9. Support HRIS upgrades, system releases, new modules, and process implementations, including requirements gathering, user acceptance testing, communications, training materials, and post-launch follow-up.
10. Partner with HR Business Partners, People Operations, Payroll, Benefits, Talent, Finance, IT, managers, employees, and external vendors to simplify processes, increase self-service adoption, and resolve HR systems, agent, or employee lifecycle questions.
11. Develop and maintain standard HR reports, dashboards, and recurring metrics, including headcount, turnover, recruiting, employee lifecycle, payroll, workforce planning, AI workflow usage, exception volumes, and other people-related measures.
12. Conduct ad hoc reporting and analysis, investigate data trends and discrepancies, evaluate AI agent and workflow performance, and summarize findings in a clear and actionable format for HR and business stakeholders.
13. Maintain HR data definitions, key performance indicators, reporting standards, agent knowledge sources, routing conditions, workflow schemas, test cases, process documentation, standard operating procedures, job aids, and training materials to support consistent execution.
14. Monitor data accuracy, completeness, and integrity across HR platforms and agent-connected sources; perform routine audits, reconciliations, data corrections, quality checks, and output reviews; and escalate material issues appropriately.
15. Provide timely first-level and second-level support for HRIS, reporting, agent, and workflow issues by troubleshooting, identifying root causes, documenting solutions, and coordinating with internal or external technical partners when needed.
16. Support HR technology and People Operations projects from planning through implementation by maintaining timelines, action items, stakeholder communications, testing plans, pilot feedback, release plans, and project documentation.
17. Assist with evaluating AI-enabled HR technology capabilities and vendor roadmaps, translating opportunities into prioritized People Operations use cases, and documenting expected benefits, risks, and readiness requirements.
18. Assist with HR systems, AI agent, and data training for HR team members, managers, and employees, including preparing user guidance and helping promote data literacy, AI literacy, and effective self-service.
19. Support compliance activities related to employee records, HR data, reporting, AI-enabled workflows, and applicable privacy or regulatory requirements in partnership with HR leadership, Legal, Compliance, and IT.
20. Work supportively with colleagues, operating in a manner that is consistent with 11:11 Systems’ Code of Business Ethics and Company Values.
21. Responsibly receive, transmit, and handle company data and information per Company data handling agreements, work procedures, and policies.
22. Review and follow company policies and, guidelines, data privacy practices, including annual compliance training certification and policy acknowledgements.
23. Perform additional duties as assigned.
We need to ensure we didn't miss any. The text had "Review and follow company policies and, guidelines, data privacy practices, including annual compliance training certification and policy acknowledgements." There's a stray comma after policies. We'll keep as is.
Now Requirements: The "Standard Requirements" paragraph: "To perform this job successfully, an individual must be able to perform each essential function satisfactorily. The requirements listed above are representative of the knowledge, skills, and abilities required. Reasonable accommodation may be made to enable qualified individuals with disabilities to perform the essential functions."
We'll put that as
under Requirements heading.
Qualifications: Required Qualifications bullet list:
- Bachelor’s or university degree in Human Resources, Finance, Business, Economics, or a related field, or equivalent years of related work experience.
- At least 3 years of demonstrated experience in People Operations, HRIS administration, HR reporting and analytics, payroll operations, or a related field.
- Advanced Excel skills, including lookups, data validation, conditional logic, pivot tables, and the ability to analyze and reconcile large, complex datasets.
- Working knowledge of HR data governance, employee lifecycle processes, data privacy practices, and HR reporting standards.
- Responsive, customer-focused support skills and the ability to communicate with professional candor.
- Strong ownership, sound judgment, and meticulous attention to detail.
- Ability to work collaboratively across functions, prioritize competing requests, and follow through on commitments.
- Must be legally eligible to work in the assigned country without visa sponsorship.
Preferred Qualifications bullet list:
- Experience with HRIS reporting, workflow automation, data integrations, APIs, AI assistants or AI agent use cases, or business intelligence tools such as Power BI, Tableau, or Snowflake.
- Experience with ADP Workforce Now is preferred.
We'll put these under Qualifications heading, with maybe a
for Required Qualifications and then
, then for Preferred Qualifications and
.
Skills: We need to extract skill statements that are not already captured in Qualifications? But many of the skill statements overlap with Required Qualifications (Advanced Excel skills
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It doesn't require us to use all; we should include only when posting has real specific content. So we need to see if there is distinct content for Skills beyond what's in Qualifications. The posting includes "Advanced Excel skills, including lookups, data validation, conditional logic, pivot tables, and the ability to analyze and reconcile large, complex datasets." That's a skill. Also "Working knowledge of HR data governance, employee lifecycle processes, data privacy practices, and HR reporting standards." That's also skill. Also "Responsive, customer-focused support skills and the ability to communicate with professional candor." That's skill. Also "Strong ownership, sound judgment, and meticulous attention to detail." That's skill. Also "Ability to work collaboratively across functions, prioritize competing requests, and follow through on commitments." That's skill. So we have a bunch of skill-like statements. Could put them under Skills heading. Meanwhile Qualifications could contain the education and experience requirements (Bachelor's, 3 years experience). Preferred qualifications could also go under Qualifications or maybe under Skills? Usually preferred qualifications are separate but we can put them under Qualifications as well. However we need to avoid duplication. Let's decide: - About the role: prose from first paragraph(s) before "Responsibilities". That includes: "The Analyst, People Operations supports the administration, optimization, and continuous improvement of 11:11 Systems’ global People Operations processes and HR technology ecosystem. This role helps maintain accurate employee data, HRIS workflows, reports, dashboards, documentation, and employee lifecycle processes so HR teams, managers, and employees receive timely and reliable support. The ideal candidate is analytical, organized, service-oriented, discreet with confidential information, curious about emerging AI capabilities, and able to translate operational needs into clear, scalable solutions. This is a full-time, remote role based in the United States and reports to the Sr Manager, People & Talent Operations." We should not repeat job title as heading; we already have About the role. - Responsibilities: all bullet points under "Responsibilities". We'll convert each sentence into
- ... and preferred as maybe another
- or we can combine with note "Preferred". But we need to preserve all info. We'll do two lists: one for Required, one for Preferred, each under Qualifications heading? Or we could have subheadings but not allowed; only h3 headings. So we can put both lists under Qualifications heading, with maybe a
- . Need to ensure we capture all responsibilities. Let's list them from the text:
1. Administer and maintain employee lifecycle processes in the HRIS, including onboarding, job and manager changes, transfers, organizational updates, offboarding, and other employee data transactions.
2. Identify high-volume, rule-based People Operations activities that may be improved through AI agents, agentic workflows, and workflow automation, including policy questions, employee lifecycle intake, onboarding handoffs, data updates, and case triage.
3. Support the design, configuration, testing, documentation, and continuous improvement of HR workflows that connect the HRIS, Jira Service Management or ServiceNow, payroll, benefits, knowledge repositories, and other approved systems.
4. Support HRIS configuration, workflows, integrations, custom fields, and system enhancements by gathering requirements, documenting proposed changes, coordinating testing, and tracking issues through resolution.
5. Support the design and maintenance of HRIS configuration, including validation tables, lookup tables, reference data, business rules, calculated fields, forms, workflows, and integrations.
6. Create, update, and test validation tables and configuration changes while maintaining documentation, approval records, and regression test cases.
7. Maintain role-based access, security controls, audit support, and data privacy practices for HR systems and AI-enabled workflows in partnership with People Operations, IT, Payroll, Benefits, and other appropriate stakeholders.
8. Support human review controls for AI agents, including approved data sources, scoped permissions, grounding requirements, approval gates, escalation paths, exception handling, audit logs, and stop or rollback procedures for sensitive HR actions.
9. Support HRIS upgrades, system releases, new modules, and process implementations, including requirements gathering, user acceptance testing, communications, training materials, and post-launch follow-up.
10. Partner with HR Business Partners, People Operations, Payroll, Benefits, Talent, Finance, IT, managers, employees, and external vendors to simplify processes, increase self-service adoption, and resolve HR systems, agent, or employee lifecycle questions.
11. Develop and maintain standard HR reports, dashboards, and recurring metrics, including headcount, turnover, recruiting, employee lifecycle, payroll, workforce planning, AI workflow usage, exception volumes, and other people-related measures.
12. Conduct ad hoc reporting and analysis, investigate data trends and discrepancies, evaluate AI agent and workflow performance, and summarize findings in a clear and actionable format for HR and business stakeholders.
13. Maintain HR data definitions, key performance indicators, reporting standards, agent knowledge sources, routing conditions, workflow schemas, test cases, process documentation, standard operating procedures, job aids, and training materials to support consistent execution.
14. Monitor data accuracy, completeness, and integrity across HR platforms and agent-connected sources; perform routine audits, reconciliations, data corrections, quality checks, and output reviews; and escalate material issues appropriately.
15. Provide timely first-level and second-level support for HRIS, reporting, agent, and workflow issues by troubleshooting, identifying root causes, documenting solutions, and coordinating with internal or external technical partners when needed.
16. Support HR technology and People Operations projects from planning through implementation by maintaining timelines, action items, stakeholder communications, testing plans, pilot feedback, release plans, and project documentation.
17. Assist with evaluating AI-enabled HR technology capabilities and vendor roadmaps, translating opportunities into prioritized People Operations use cases, and documenting expected benefits, risks, and readiness requirements.
18. Assist with HR systems, AI agent, and data training for HR team members, managers, and employees, including preparing user guidance and helping promote data literacy, AI literacy, and effective self-service.
19. Support compliance activities related to employee records, HR data, reporting, AI-enabled workflows, and applicable privacy or regulatory requirements in partnership with HR leadership, Legal, Compliance, and IT.
20. Work supportively with colleagues, operating in a manner that is consistent with 11:11 Systems’ Code of Business Ethics and Company Values.
21. Responsibly receive, transmit, and handle company data and information per Company data handling agreements, work procedures, and policies.
22. Review and follow company policies and, guidelines, data privacy practices, including annual compliance training certification and policy acknowledgements.
23. Perform additional duties as assigned.
We need to ensure we didn't miss any. The text had "Review and follow company policies and, guidelines, data privacy practices, including annual compliance training certification and policy acknowledgements." There's a stray comma after policies. We'll keep as is.
Now Requirements: The "Standard Requirements" paragraph: "To perform this job successfully, an individual must be able to perform each essential function satisfactorily. The requirements listed above are representative of the knowledge, skills, and abilities required. Reasonable accommodation may be made to enable qualified individuals with disabilities to perform the essential functions."
We'll put that as
under Requirements heading. Qualifications: Required Qualifications bullet list: - Bachelor’s or university degree in Human Resources, Finance, Business, Economics, or a related field, or equivalent years of related work experience. - At least 3 years of demonstrated experience in People Operations, HRIS administration, HR reporting and analytics, payroll operations, or a related field. - Advanced Excel skills, including lookups, data validation, conditional logic, pivot tables, and the ability to analyze and reconcile large, complex datasets. - Working knowledge of HR data governance, employee lifecycle processes, data privacy practices, and HR reporting standards. - Responsive, customer-focused support skills and the ability to communicate with professional candor. - Strong ownership, sound judgment, and meticulous attention to detail. - Ability to work collaboratively across functions, prioritize competing requests, and follow through on commitments. - Must be legally eligible to work in the assigned country without visa sponsorship. Preferred Qualifications bullet list: - Experience with HRIS reporting, workflow automation, data integrations, APIs, AI assistants or AI agent use cases, or business intelligence tools such as Power BI, Tableau, or Snowflake. - Experience with ADP Workforce Now is preferred. We'll put these under Qualifications heading, with maybe a
for Required Qualifications and then
- , then
for Preferred Qualifications and
- .
Skills: We need to extract skill statements that are not already captured in Qualifications? But many of the skill statements overlap with Required Qualifications (Advanced Excel skills
indicating Required Qualifications and then list, then another
for Preferred Qualifications and list. - Skills: we can extract skill statements from the qualifications section (Advanced Excel skills, working knowledge..., Responsive..., Strong ownership..., Ability to work collaboratively...). Also maybe other skill-like statements elsewhere? We'll put them under Skills heading as a
- .
- Benefits, Pay, Schedule: posting does not mention any specific benefits, pay, or schedule details. So we should NOT include those headings.
Now we need to ensure we don't include boilerplate like cookie/navigation/legal/EEO etc. There's none.
We must output only HTML fragment, no or . So just the elements.
Let's craft.
First, About the role: we need to wrap in
. Responsibilities: each bullet as
- . Need to ensure we capture all responsibilities. Let's list them from the text:
1. Administer and maintain employee lifecycle processes in the HRIS, including onboarding, job and manager changes, transfers, organizational updates, offboarding, and other employee data transactions.
2. Identify high-volume, rule-based People Operations activities that may be improved through AI agents, agentic workflows, and workflow automation, including policy questions, employee lifecycle intake, onboarding handoffs, data updates, and case triage.
3. Support the design, configuration, testing, documentation, and continuous improvement of HR workflows that connect the HRIS, Jira Service Management or ServiceNow, payroll, benefits, knowledge repositories, and other approved systems.
4. Support HRIS configuration, workflows, integrations, custom fields, and system enhancements by gathering requirements, documenting proposed changes, coordinating testing, and tracking issues through resolution.
5. Support the design and maintenance of HRIS configuration, including validation tables, lookup tables, reference data, business rules, calculated fields, forms, workflows, and integrations.
6. Create, update, and test validation tables and configuration changes while maintaining documentation, approval records, and regression test cases.
7. Maintain role-based access, security controls, audit support, and data privacy practices for HR systems and AI-enabled workflows in partnership with People Operations, IT, Payroll, Benefits, and other appropriate stakeholders.
8. Support human review controls for AI agents, including approved data sources, scoped permissions, grounding requirements, approval gates, escalation paths, exception handling, audit logs, and stop or rollback procedures for sensitive HR actions.
9. Support HRIS upgrades, system releases, new modules, and process implementations, including requirements gathering, user acceptance testing, communications, training materials, and post-launch follow-up.
10. Partner with HR Business Partners, People Operations, Payroll, Benefits, Talent, Finance, IT, managers, employees, and external vendors to simplify processes, increase self-service adoption, and resolve HR systems, agent, or employee lifecycle questions.
11. Develop and maintain standard HR reports, dashboards, and recurring metrics, including headcount, turnover, recruiting, employee lifecycle, payroll, workforce planning, AI workflow usage, exception volumes, and other people-related measures.
12. Conduct ad hoc reporting and analysis, investigate data trends and discrepancies, evaluate AI agent and workflow performance, and summarize findings in a clear and actionable format for HR and business stakeholders.
13. Maintain HR data definitions, key performance indicators, reporting standards, agent knowledge sources, routing conditions, workflow schemas, test cases, process documentation, standard operating procedures, job aids, and training materials to support consistent execution.
14. Monitor data accuracy, completeness, and integrity across HR platforms and agent-connected sources; perform routine audits, reconciliations, data corrections, quality checks, and output reviews; and escalate material issues appropriately.
15. Provide timely first-level and second-level support for HRIS, reporting, agent, and workflow issues by troubleshooting, identifying root causes, documenting solutions, and coordinating with internal or external technical partners when needed.
16. Support HR technology and People Operations projects from planning through implementation by maintaining timelines, action items, stakeholder communications, testing plans, pilot feedback, release plans, and project documentation.
17. Assist with evaluating AI-enabled HR technology capabilities and vendor roadmaps, translating opportunities into prioritized People Operations use cases, and documenting expected benefits, risks, and readiness requirements.
18. Assist with HR systems, AI agent, and data training for HR team members, managers, and employees, including preparing user guidance and helping promote data literacy, AI literacy, and effective self-service.
19. Support compliance activities related to employee records, HR data, reporting, AI-enabled workflows, and applicable privacy or regulatory requirements in partnership with HR leadership, Legal, Compliance, and IT.
20. Work supportively with colleagues, operating in a manner that is consistent with 11:11 Systems’ Code of Business Ethics and Company Values.
21. Responsibly receive, transmit, and handle company data and information per Company data handling agreements, work procedures, and policies.
22. Review and follow company policies and, guidelines, data privacy practices, including annual compliance training certification and policy acknowledgements.
23. Perform additional duties as assigned.
We need to ensure we didn't miss any. The text had "Review and follow company policies and, guidelines, data privacy practices, including annual compliance training certification and policy acknowledgements." There's a stray comma after policies. We'll keep as is.
Now Requirements: The "Standard Requirements" paragraph: "To perform this job successfully, an individual must be able to perform each essential function satisfactorily. The requirements listed above are representative of the knowledge, skills, and abilities required. Reasonable accommodation may be made to enable qualified individuals with disabilities to perform the essential functions."
We'll put that as