Why This Job is Featured on The SaaS Jobs
HR Operations roles are increasingly central in SaaS companies where the employee lifecycle is managed through interconnected systems and measurable workflows. This position stands out for its explicit focus on HR technology, analytics, and AI enablement, reflecting a broader shift in SaaS organisations toward instrumented people operations that mirror product and revenue teams in their use of data and automation.
From a SaaS career perspective, the remit builds durable experience in operating and improving a multi-vendor HR stack, translating workforce signals into decision-ready dashboards, and connecting program outcomes to ROI. Exposure to tools such as ADP, Greenhouse, Lattice, and Litmos also maps well to the way many SaaS businesses standardise HR processes across geographies and functions, making the skills portable across similar environments.
The role is best suited to an operator-analyst who enjoys moving between HR domain context and technical execution, including data governance, integrations, and stakeholder alignment. It will fit professionals who prefer structured problem solving, can balance compliance with employee experience considerations, and want to be close to how AI and automation are practically adopted inside a modern people function.
The section above is editorial commentary from The SaaS Jobs, provided to help SaaS professionals understand the role in a broader industry context.
Job Description
Senior HR Operations Analyst
We are seeking an experienced HR AI programs analyst to join our team. This role sits within HR and is critical to advancing a more strategic, data-driven, and technology-enabled people function. The ideal candidate brings a strong blend of HR domain expertise, data fluency, and technology acumen, with a forward-looking perspective on AI in HR. This role ensures that HR technology, analytics, and automation are applied through a people-first lens, directly supporting employee experience, compliance, and workforce strategy.
Key Responsibilities
Total Rewards & Talent Programs
- Support the delivery of core HR programs (performance, merit, benefits, recruiting) through data and technology enablement.
- Conduct compensation and benefits analysis to inform program design and effectiveness.
- Provide insights to improve talent outcomes, including hiring, retention, and engagement.
HR Analytics & Insights
- Lead analysis of workforce data (e.g., turnover, compensation, recruiting, engagement) to inform decisions.
- Translate people data into dashboards that drive actionable insights.
- Forecast workforce needs and evaluate HR program effectiveness and ROI.
- Spearhead people analytics, ensuring insights are grounded in HR context through partnership with HR business partners, talent acquisition, internal communications & engagement, and HR operations teams.
HR Technology & AI Enablement
- Partner across HR to identify and prioritize high-impact opportunities to leverage AI.
- Apply AI to enable autonomous workflows and automate HR processes at scale, freeing teams to focus on strategic, high-value work
- Evaluate, implement, and optimize technologies that enhance HR efficiency and effectiveness.
- Own and evolve the HR technology stack (ADP, Greenhouse, Lattice, Litmos, etc.), including integrations and vendor management.
- Ensure data integrity, governance, and compliance across all HR systems.
- Partner with HR Operations to maintain accurate, compliant, and scalable people data.
Skills & Experience
- 8+ years in HR analytics, HR technology, or HR program management.
- Experience in fast-paced, technology-driven environments.
- Bachelor’s degree in HR, Business, Data Analytics, or related field.
- Strong experience in HR systems, analytics, and programs.
- Experience managing HR technology vendors and systems (e.g., ADP, Greenhouse, Lattice, Litmos), preferred.
- Familiarity with AI and automation tools in HR applications.
- Strong business acumen and understanding of HR practices and compliance.
- Excellent communication skills with the ability to influence cross-functional stakeholders.
