HR Operations Analyst
for section headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections when posting has real specific content.
We need to parse content: The posting includes:
- Intro: "Build Your Future with MBG ..." (some marketing). Could be "About the role"? Actually "About the role" heading would contain description of role. The posting includes "MBG is growing and looking for an HR Operations Analyst ready to take ownership..." That's about the role. Also "What You Will Own" etc.
- Responsibilities: The bullet list under "What You Will Own" includes many duties: Payroll Ownership and Pay Compliance, Workday Operations and External Partners, Team Member Service and Inquiries, Benefits And Leave Administration, Lifecycle Transactions and Onboarding Process, Compliance and Reporting. Also "How This Role Works With Leadership" includes interactions.
- Requirements/Qualifications: "Experience Expectations" includes required experience: 3-5 years HR ops, owned payroll cycle, hands-on Workday experience, multiple modules, submit garnishments, multi-state/multi-entity payroll preferred, union payroll, certified payroll, Workday Pro certification welcome, discretion, patience, instinct to fix process. Also "This is a full time, onsite position based in our St. Louis office." That's schedule? It's full-time onsite.
- Skills: Could be derived from experience expectations: payroll discipline, systems instinct, communication, judgment, etc.
- Benefits: Not explicitly listed. There's a "Why MBG?" section describing culture, but not explicit benefits like health insurance, 401k, etc. The posting does not state specific benefits. So we should NOT create a Benefits section unless posting actually states them. It does not list benefits like health, dental, etc. So we skip Benefits.
- Pay: Not mentioned. No salary range. So skip Pay.
- Schedule: It says "This is a full time, onsite position based in our St. Louis office." That's schedule info (full-time, onsite). So we can include Schedule section with that.
We also need to include any metadata like Job ID? Not present. So ignore.
We need to preserve ALL substantive information; do not invent or summarize away detail. So we need to include all details from the posting, but we can format them into sections.
We must not repeat the job title as a heading. The job title is "HR Operations Analyst". We must not put that as heading.
We need to output only HTML fragment, no /, no markdown fences.
We need to use for section headings. Use - for any list of duties/requirements/benefits. Use
for prose.
We need to decide which sections to include: About the role, Responsibilities, Requirements, Qualifications, Skills, Schedule. Possibly also "How This Role Works With Leadership" could be part of Responsibilities.
We need to avoid filler headings like "Benefits", "Pay" if no content.
We need to preserve all substantive information: So we need to include the intro marketing paragraphs? Those are about MBG culture, maybe part of "About the role" or could be separate "About MBG". But we only allowed headings from list; we could put that under "About the role". The intro includes: "Build Your Future with MBG MBG is more than a place to work...". That's substantive about company. We'll include that in About the role.
We also have "Why MBG?" section with culture points. That could also go under About the role or maybe separate but we don't have a heading for company culture. We'll include under About the role as well.
We need to ensure we don't omit any details: Let's extract all substantive content.
Intro paragraphs:
- "Build Your Future with MBG MBG is more than a place to work. It’s a place to build a career you’re proud of. We focus on long‑term growth, not quick wins, and we invest in people who want to take ownership and make an impact. Here, your voice is heard, your contributions matter, and your work helps shape meaningful projects and lasting relationships. If you’re looking for a career built on trust, opportunity, and purpose, you’ll find it at MBG."
- "MBG is growing and looking for an HR Operations Analyst ready to take ownership of the systems and processes our Team Members rely on every day. The HR Operations Analyst sits at the center of our people operation, connecting Team Members, leadership and the external partners who support our Workday environment. The best fit for this role pairs real payroll discipline and systems instinct with patience for people, clear communication and the judgment to know when something needs to be escalated."
Then "What You Will Own" with subheadings:
- Payroll Ownership and Pay Compliance: Prepare, verify and complete payroll. Submit garnishments and withholding orders. Manage union fringe reporting.
- Workday Operations and External Partners: Serve as the end-user point of contact for Workday. Collaborate with the external partners who support the environment.
- Team Member Service and Inquiries: Respond to Team Member questions on pay, benefits and time off. Resolve issues at the source rather than routing them onward.
- Benefits And Leave Administration: Coordinate enrollment, life events and carrier accuracy with external partners. Manage leave of absence and FMLA tracking.
- Lifecycle Transactions and Onboarding Process: Process hires, changes and departures with accurate data and timing. Ensure new hire compliance.
- Compliance and Reporting: Maintain EEO-1, OSHA 300A and other required filings. Support performance and employee relations processes with clean documentation.
Then "How This Role Works With Leadership": paragraphs about partnering with accounting, talent acquisition, project teams; candor matters; raising issue early; regular interaction focused on aligning on payroll calendar, reviewing data accuracy, escalating compliance questions, coordinating onboarding handoffs, clearing obstacles; expectation professional transparent communication.
Then "Experience Expectations": This role is a strong fit for someone with three to five years in HR operations who has personally owned a payroll cycle, start to finish, not just supported one. Hands-on Workday experience is required, and experience in multiple modules (Core HCM, Payroll, Benefits and Absence) will serve you well here. You should be able to submit garnishments and withholding orders correctly, work effectively through external providers without losing ownership of the outcome, and maintain deadlines. Multi-state and multi-entity payroll experience is preferred, as is exposure to construction or project based work. Union payroll and fringe reporting, certified payroll and payroll tax registration are all valuable here. Workday Pro certification is welcome but not expected. Beyond the technical side, this role calls for discretion with sensitive information, patience with people who are asking about their own pay, and the instinct to fix a broken process rather than build a workaround.
Then "This is a full time, onsite position based in our St. Louis office."
Then "What Success Looks Like": Immediate Impact (first 60-90 days) and Long-Term Impact.
Immediate Impact: earns trust by running payroll cleanly and answering Team Members quickly. They learn both payroll cycles and the partner handoffs that support them and build a working knowledge of our Workday configuration. Payroll completes on time every cycle. Team Member questions get resolved on first contact more often than they get passed along. Open items with external partners are tracked, prioritized and visible.
Long-Term Impact: protects our people data and our compliance position by anticipating issues rather than reacting to them. Payroll and benefits run predictably, with clean reconciliation and no repeat corrections. Workday configuration is well documented. Required filings are submitted complete and on time. External partners are held to their scope, and the work that belongs here stays here.
Then "Why MBG?" with bullet points: An Intentional Way of Working: ... Built on Collaboration, Not Silos: ... Ownership Comes With Trust: ... Growth Without Burnout: ... Compensation Reflects Responsibility: ...
Then description of MBG: people-first general contractor headquartered in St. Louis, >$350M active construction, focus on delivering environments shaped by care, expertise, commitment to doing the right thing. What truly defines MBG is our Team Members...
Then "Please include a project list with your resume. Learn more at mbgbuilt.com"
We need to remove boilerplate like cookie/navigation/legal/EEO/equal-opportunity/scam-warning, duplicated lines, application instructions. The "Please include a project list with your resume." is application instruction; we should remove that. Also "Learn more at mbgbuilt.com" maybe considered application instruction? It's a link; we can remove as it's not substantive content about the job. Probably remove.
We need to preserve all substantive information; we must not invent or summarize away detail. So we need to keep all the details from the sections above.
We need to format into sections with headings.
Potential sections:
- About the role: includes intro paragraphs about MBG and the role description (the first two paragraphs after intro? Actually the first paragraph about MBG, then second paragraph about looking for HR Operations Analyst). Also maybe include "Why MBG?" and the description of MBG (people-first general contractor). Could be considered "About the role" or "About MBG". Since we only have allowed headings, we can put all that under About the role.
- Responsibilities: includes "What You Will Own" subpoints and "How This Role Works With Leadership". Could also include the success metrics? Those are more about expectations; maybe they go under Responsibilities or Qualifications? But we have separate sections for Requirements, Qualifications, Skills. We need to decide where to put each piece.
We have to avoid thin sections; prefer few substantive sections over many thin ones. So we could combine related info.
We have to use
- for any list of duties/requirements/benefits. So we need to turn lists into
- .
We need to use
for prose.
We need to ensure we don't create empty sections.
Let's plan:
Section: About the role (
About the role
)
- Contains prose: the introductory marketing paragraphs about MBG, the statement about looking for HR Operations Analyst, the description of MBG as people-first general contractor, and the "Why MBG?" bullet points (maybe as list). Also maybe the "Please include a project list..." we remove.
Section: Responsibilities (Responsibilities
)
- Contains the duties from "What You Will Own" and "How This Role Works With Leadership". Could be a list.
Section: Requirements / Qualifications (Requirements
or Qualifications
) - we need to decide which heading to use. The posting has "Experience Expectations". That's basically requirements. We could use Requirements
and include the experience expectations (3-5 years HR ops, owned payroll cycle, Workday experience, multiple modules, submit garnishments, multi-state/multi-entity payroll preferred, exposure to construction/project based work, union payroll, certified payroll, payroll tax registration, Workday Pro certification welcome, discretion, patience, instinct to fix process). Also include the full-time onsite location? That's schedule, but we could put under Schedule.
Section: Skills (Skills
) - maybe we can extract skills like payroll discipline, systems instinct, communication, judgment, etc. But we might avoid creating a thin section if not much content. However we have some skills mentioned: "real payroll discipline and systems instinct", "patience for people", "clear communication", "judgment to know when something needs to be escalated", "discretion with sensitive information", "patience with people who are asking about their own pay", "instinct to fix a broken process". Could be a list. Might be okay.
- for any list of duties/requirements/benefits. Use
for prose. We need to decide which sections to include: About the role, Responsibilities, Requirements, Qualifications, Skills, Schedule. Possibly also "How This Role Works With Leadership" could be part of Responsibilities. We need to avoid filler headings like "Benefits", "Pay" if no content. We need to preserve all substantive information: So we need to include the intro marketing paragraphs? Those are about MBG culture, maybe part of "About the role" or could be separate "About MBG". But we only allowed headings from list; we could put that under "About the role". The intro includes: "Build Your Future with MBG MBG is more than a place to work...". That's substantive about company. We'll include that in About the role. We also have "Why MBG?" section with culture points. That could also go under About the role or maybe separate but we don't have a heading for company culture. We'll include under About the role as well. We need to ensure we don't omit any details: Let's extract all substantive content. Intro paragraphs: - "Build Your Future with MBG MBG is more than a place to work. It’s a place to build a career you’re proud of. We focus on long‑term growth, not quick wins, and we invest in people who want to take ownership and make an impact. Here, your voice is heard, your contributions matter, and your work helps shape meaningful projects and lasting relationships. If you’re looking for a career built on trust, opportunity, and purpose, you’ll find it at MBG." - "MBG is growing and looking for an HR Operations Analyst ready to take ownership of the systems and processes our Team Members rely on every day. The HR Operations Analyst sits at the center of our people operation, connecting Team Members, leadership and the external partners who support our Workday environment. The best fit for this role pairs real payroll discipline and systems instinct with patience for people, clear communication and the judgment to know when something needs to be escalated." Then "What You Will Own" with subheadings: - Payroll Ownership and Pay Compliance: Prepare, verify and complete payroll. Submit garnishments and withholding orders. Manage union fringe reporting. - Workday Operations and External Partners: Serve as the end-user point of contact for Workday. Collaborate with the external partners who support the environment. - Team Member Service and Inquiries: Respond to Team Member questions on pay, benefits and time off. Resolve issues at the source rather than routing them onward. - Benefits And Leave Administration: Coordinate enrollment, life events and carrier accuracy with external partners. Manage leave of absence and FMLA tracking. - Lifecycle Transactions and Onboarding Process: Process hires, changes and departures with accurate data and timing. Ensure new hire compliance. - Compliance and Reporting: Maintain EEO-1, OSHA 300A and other required filings. Support performance and employee relations processes with clean documentation. Then "How This Role Works With Leadership": paragraphs about partnering with accounting, talent acquisition, project teams; candor matters; raising issue early; regular interaction focused on aligning on payroll calendar, reviewing data accuracy, escalating compliance questions, coordinating onboarding handoffs, clearing obstacles; expectation professional transparent communication. Then "Experience Expectations": This role is a strong fit for someone with three to five years in HR operations who has personally owned a payroll cycle, start to finish, not just supported one. Hands-on Workday experience is required, and experience in multiple modules (Core HCM, Payroll, Benefits and Absence) will serve you well here. You should be able to submit garnishments and withholding orders correctly, work effectively through external providers without losing ownership of the outcome, and maintain deadlines. Multi-state and multi-entity payroll experience is preferred, as is exposure to construction or project based work. Union payroll and fringe reporting, certified payroll and payroll tax registration are all valuable here. Workday Pro certification is welcome but not expected. Beyond the technical side, this role calls for discretion with sensitive information, patience with people who are asking about their own pay, and the instinct to fix a broken process rather than build a workaround. Then "This is a full time, onsite position based in our St. Louis office." Then "What Success Looks Like": Immediate Impact (first 60-90 days) and Long-Term Impact. Immediate Impact: earns trust by running payroll cleanly and answering Team Members quickly. They learn both payroll cycles and the partner handoffs that support them and build a working knowledge of our Workday configuration. Payroll completes on time every cycle. Team Member questions get resolved on first contact more often than they get passed along. Open items with external partners are tracked, prioritized and visible. Long-Term Impact: protects our people data and our compliance position by anticipating issues rather than reacting to them. Payroll and benefits run predictably, with clean reconciliation and no repeat corrections. Workday configuration is well documented. Required filings are submitted complete and on time. External partners are held to their scope, and the work that belongs here stays here. Then "Why MBG?" with bullet points: An Intentional Way of Working: ... Built on Collaboration, Not Silos: ... Ownership Comes With Trust: ... Growth Without Burnout: ... Compensation Reflects Responsibility: ... Then description of MBG: people-first general contractor headquartered in St. Louis, >$350M active construction, focus on delivering environments shaped by care, expertise, commitment to doing the right thing. What truly defines MBG is our Team Members... Then "Please include a project list with your resume. Learn more at mbgbuilt.com" We need to remove boilerplate like cookie/navigation/legal/EEO/equal-opportunity/scam-warning, duplicated lines, application instructions. The "Please include a project list with your resume." is application instruction; we should remove that. Also "Learn more at mbgbuilt.com" maybe considered application instruction? It's a link; we can remove as it's not substantive content about the job. Probably remove. We need to preserve all substantive information; we must not invent or summarize away detail. So we need to keep all the details from the sections above. We need to format into sections with headings. Potential sections: - About the role: includes intro paragraphs about MBG and the role description (the first two paragraphs after intro? Actually the first paragraph about MBG, then second paragraph about looking for HR Operations Analyst). Also maybe include "Why MBG?" and the description of MBG (people-first general contractor). Could be considered "About the role" or "About MBG". Since we only have allowed headings, we can put all that under About the role. - Responsibilities: includes "What You Will Own" subpoints and "How This Role Works With Leadership". Could also include the success metrics? Those are more about expectations; maybe they go under Responsibilities or Qualifications? But we have separate sections for Requirements, Qualifications, Skills. We need to decide where to put each piece. We have to avoid thin sections; prefer few substantive sections over many thin ones. So we could combine related info. We have to use
- for any list of duties/requirements/benefits. So we need to turn lists into
- .
We need to use
for prose. We need to ensure we don't create empty sections. Let's plan: Section: About the role (
About the role
) - Contains prose: the introductory marketing paragraphs about MBG, the statement about looking for HR Operations Analyst, the description of MBG as people-first general contractor, and the "Why MBG?" bullet points (maybe as list). Also maybe the "Please include a project list..." we remove. Section: Responsibilities (Responsibilities
) - Contains the duties from "What You Will Own" and "How This Role Works With Leadership". Could be a list. Section: Requirements / Qualifications (Requirements
orQualifications
) - we need to decide which heading to use. The posting has "Experience Expectations". That's basically requirements. We could useRequirements
and include the experience expectations (3-5 years HR ops, owned payroll cycle, Workday experience, multiple modules, submit garnishments, multi-state/multi-entity payroll preferred, exposure to construction/project based work, union payroll, certified payroll, payroll tax registration, Workday Pro certification welcome, discretion, patience, instinct to fix process). Also include the full-time onsite location? That's schedule, but we could put under Schedule. Section: Skills (Skills
) - maybe we can extract skills like payroll discipline, systems instinct, communication, judgment, etc. But we might avoid creating a thin section if not much content. However we have some skills mentioned: "real payroll discipline and systems instinct", "patience for people", "clear communication", "judgment to know when something needs to be escalated", "discretion with sensitive information", "patience with people who are asking about their own pay", "instinct to fix a broken process". Could be a list. Might be okay.
- .
We need to use
- for any list of duties/requirements/benefits. So we need to turn lists into