HR Business Operations Strategy & Transformation Sr Analyst

The Senior Analyst is an experienced member of the HR Strategy & Transformation career track who leads workstreams within engagements and carries depth across multiple service lines. Reporting into the team’s leadership layer, the Senior Analyst works under limited supervision as a shared, multi-skilled problem-solving resource deployed through engagements with partnership across the HRST-translating ambiguous problems into structured approaches with significant impact on departmental results, guiding more junior Analysts, and, on smaller or well-defined engagements, serving as the day-to-day delivery lead under a named engagement owner.

Service Line-Specific Expectations

Process Design & Optimization

- Lead process re-engineering, improvement, and optimization efforts across HR and enterprise functions, owning current- and future-state design for assigned workstreams.

- Prioritize opportunities for automation and AI enablement and translate requirements into implementable, scalable solutions.

- Advance future-of-work readiness by assessing tasks and work components eligible for hybrid-AI or automated delivery and recommending sequencing.

Portfolio & Delivery Management

- Own project planning, execution, and monitoring for assigned workstreams, achieving outcomes within timelines and budgets.

- Establish and maintain project artifacts, dashboards, and trackers that reinforce consistent project management standards and strategic portfolio management for HR.

- Partner with initiative owners to surface progress, risks, and milestones, and synthesize them into clear, decision-ready updates for leadership.

Transformation Value & Business Case Support

- Build transformation analyses and forecasts, structuring the models and assumptions that support strategic decision-making.

- Lead disciplined, HR-relevant business case development, challenging assumptions and validating feasibility and value.

- Strengthen consistent practices for tracking return on investment (ROI) and value realization across HR initiatives.

Employee Listening & Insights

- Lead employee listening activities and the global employee engagement survey lifecycle for assigned scope, from design through fielding and reporting.

- Analyze survey and listening data to identify themes, trends, and actionable insights, and connect them to the broader body of teamwork.

- Proactively identify where listening insights require strategy adaptations and shape recommendations accordingly.

- Coordinate handoffs to appropriate owners and ensure end-users have the information, insights, and enablement to take meaningful action.

Strategic Advisory & Executive Enablement

- Develop briefing materials, analyses, and communications that support HR advisory, adaptive HR strategy, and chief of staff support activities for executive audiences.

- Provide alignment and feedback on organizational projects and objectives to internal stakeholders, coordinating advisory work that spans directors.

- Research and synthesize industry developments and competitive intelligence, framing implications to inform HR strategy and executive decision-making.

Essential Duties and Responsibilities:
- Lead defined workstreams within engagements, structuring the approach, sequencing analysis, and integrating inputs into cohesive deliverables and recommendations.
- Serve as a shared, multi-skilled problem-solving resource, working under limited supervision and deployed as needed with cross team resources to support strategic HR initiatives and projects, carrying depth across two or more service lines and taking responsibility for entire processes within assigned scope.
- Act as day-to-day delivery lead on smaller or well-scoped engagements under a named engagement owner (Director), managing scope, timelines, budget, and quality standards and methodologies.
- Guide and review the work of Analysts, providing coaching, quality checks, and feedback that support skill acquisition across service lines.
- Adhere to and help maintain engagement RACI, proactively identifying, escalating, and mitigating risks and issues.
- Support team leadership in workforce management by advising on staffing needs, skill matches, and capacity across concurrent engagements.
- Leverage available tools and resources to stay appraised of industry standards and market changes that would impact Maximus and translate them into actionable implications for the team.
- Lead process re-engineering, improvement, and optimization efforts across HR and enterprise functions, owning current- and future-state design for assigned workstreams. Prioritize opportunities for automation and AI enablement and translate requirements into implementable, scalable solutions.
- Perform other duties as assigned by team leadership.

- Bachelor’s degree in business administration, human resources, public policy, industrial/organizational psychology, or a related field; master’s degree a plus.
- Minimum 5 years of related experience in HR, management consulting, business analysis, project management, or a related field, with advanced knowledge of the job area and experience leading workstreams and improving processes.
- Advanced analytical skills with the ability to structure ambiguous problems, interpret data, identify trends, and develop actionable insights.
- Excellent written and verbal communication skills, with the ability to articulate complex ideas clearly and concisely for executive audiences.
- Demonstrated depth across two or more service lines and the ability to flex across engagements and cross-functional teams.
- Experience coaching or reviewing the work of others and contributing to quality standards and methodologies.
- Working knowledge of process improvement methodologies, AI enablement, and future-of-work concepts.
- Proficiency in project management tools, Microsoft Office Suite, and data analysis/visualization applications.
- Ability to maintain confidentiality, exercise sound judgment, and manage competing priorities in a fast-paced environment.
- Flexibility to adapt to changing priorities and collaborate effectively across a geographically dispersed team.

Maximus is an equal opportunity employer. We evaluate qualified applicants without regard to race, color, religion, sex, age, national origin, disability, veteran status, genetic information and other legally protected characteristics.

Maximus compensation is based on various factors including but not limited to job location, a candidate's education, training, experience, expected quality and quantity of work, required travel (if any), external market and internal value analysis including seniority and merit systems, as well as internal pay alignment. Annual salary is just one component of Maximus's total compensation package. Other rewards may include short- and long-term incentives as well as program-specific awards. Additionally, Maximus provides a variety of benefits to employees, including health insurance coverage, life and disability insurance, a retirement savings plan, paid holidays and paid time off. Compensation ranges may differ based on contract value but will be commensurate with job duties and relevant work experience. An applicant's salary history will not be used in determining compensation. Maximus will comply with regulatory minimum wage rates and exempt salary thresholds in all instances.