People Operations Analyst

Does this position interest you? You should apply – even if you don’t match every single requirement! We're known as an auto glass company. That's the focus of what we do. But beyond the glass, we're so much more. We'll help you build a fulfilling career and encourage you to have a life. Let us be the best place you'll ever work.


A Brief Overview
The People Operations Analyst supports the People function by improving core employee lifecycle processes, delivering actionable workforce insights, and reducing administrative burden for People Business Partners (PBPs) and leaders. This role partners with PBPs, PLD, COEs, and cross‑functional teams to streamline operations, builds tools and dashboards, and surfaces people risks related to engagement, retention, readiness, and compliance.

By translating data and feedback into clear recommendations, standardized processes, and leader‑ready reporting, the People Operations Analyst enables consistent execution of people initiatives and allows PBPs to focus on strategic advisory work.


What you will do

Process Improvement

• Partner with PBPs and COEs to identify, map, and redesign recurring people processes across the employee lifecycle, eliminating friction, manual work, and redundancy through standardization or automation.
• Collaborate with PLD partners to operationalize process fixes and ensure sustainable adoption.
• Develop reusable tools such as checklists, manager-ready guides, templates, and SOPs to support scalable operations.
• Lead structured feedback loops by gathering insights from PBPs, synthesizing themes, and converting anecdotal feedback into actionable recommendations.

Reporting & Dashboards

• Monitor, track, and report on PLD initiatives and critical employee lifecycle events, surfacing progress, risks, and completion rates through standardized KPI reporting.
• Build and maintain self-service dashboards with actionable exception reports to clearly identify outstanding tasks by VP/DIR/MGR using status flags to reduce manual follow-up by PBPs.
• Develop story-ready insight and predictive trend analysis that highlight organizational risks (e.g., retention, engagement, readiness, compliance) for use in RVP and executive forums.
• Integrate data across systems (Workday, TA Ops, Safety dashboards, payroll, etc.) to create unified, accurate reporting views.

PBP Administration Support

• Serve as the central PLD communication and coordination hub, ensuring PBPs and field leaders receive clear, timely, and consistent messaging on initiatives, deadlines, and data requirements.
• Maintain and update documentation, including PLD playbooks, templates, and SOPs to ensure it’s current, accurate and accessible.
• Own the PLD initiative master calendar and partner with Communications to ensure deadlines are visible and integrated into leader calendars.
• Manage deliverable workflows by creating progress lists for PBPs, collecting submissions when needed, and reducing administrative burden.

Compliance Management

• Support PBPs by providing education on emerging compliance topics and changing legal regulations and their impact on associates.
• Develop automated compliance alerts to eliminate manual tracking of due dates and required actions.
• Identify patterns of compliance risk, including repeated missed deadlines, recurring safety incidents, or delayed investigations.
• Create concise compliance reminders and leader-ready summaries that PBPs can use in RVP 1:1s or regional meetings.

Performs other duties as assigned

Complies with all policies and standards
 

What You Will Need:

• Bachelor's Degree in related field Required
• 1-3 years of HR administration or HR generalist experience Required
• Skilled in process mapping, documentation & continuous improvement
• Skilled in data analysis, dashboard creation, and exception-based reporting
• Ability to translate data and feedback into clear insights and recommendations
• Strong written communication and creation of leader- and manager-ready tools
• Strong organization, prioritization, and workflow management
• Ability to identify process gaps, risks, and trends and propose scalable solutions
• Ability to manage multiple initiatives and deadlines with minimal supervision
• Ability to work collaboratively across teams while maintaining attention to detail
• Ability to handle sensitive people data with discretion and professionalism
• Knowledge of employee lifecycle processes, HR compliance fundamentals and regulatory requirements.
• Ability to take initiative without direction and connect dots across multiple teams & needs
   

What You Will Get:

• Competitive weekly pay and bonus opportunities.
• Total job benefits valued at more than $10k*. This includes a 401(k) plan with company matching, medical coverage plans customized to suit your needs and a commitment to work/life balance through our paid time off (PTO) programs, company holidays and paid volunteer days.
• Up to $5,250 in tuition reimbursement per year.
• View all our health, wealth and life offerings at www.safelitebenefits.com

Expected Work Location (In Office): It is expected that you will primarily perform work at the Safelite Home Office (7400 Safelite Way, Columbus, OH 43235). You are required to work in the office at least 4 days a week. Changes to work location arrangements are subject to managerial approval and business needs. #LI-Onsite #LI-MH1

#LI-MH1

This job description in no way states or implies that these are the only duties to be performed by an employee occupying this position. Employees may be required to perform other related duties as assigned to ensure workload coverage. This job description does NOT constitute an employment agreement between the employer and employee and is subject to change by the employer as the organizational needs and requirements of the job change.

This position description is not all inclusive for every aspect of this role. Reasonable accommodations will be made for individuals covered by ADA, ADEA, FMLA and other laws and regulations in accordance with their requirements. Physical and mental demands are not, and should not be construed to be job qualification standards, but are illustrated to help the employer, employee and/or applicant identify tasks where reasonable accommodations may need to be made when an otherwise qualified person is unable to perform the job’s essential duties because of an ADA disability.

Other qualifications may be required to ensure employment eligibility in accordance with local laws, regulations and with Safelite Group, Inc. policies and practices.