Staff HR Operations & Technology Analyst

About this role

Can you solve the issue in front of you and then redesign the system so it doesn’t keep happening? If you’re energized by moving between Workday configuration, HR operations, service delivery, automation, data, and cross-functional problem-solving, and by using AI and automation to rethink how work gets done, we invite you to join Ridgeline and help shape how HR Operations and People Technology scale.

Ridgeline is seeking a Staff HR Operations & Technology Analyst to own and evolve critical parts of the systems and service-delivery foundation that support our People organization. This role sits at the intersection of HR operations, Workday, data, automation, process design, and employee experience. You’ll lead complex operating domains end to end: diagnosing problems, setting priorities, developing recommendations, driving cross-functional decisions, and personally executing the work required to deliver durable, scalable solutions. You’ll remain hands-on in Workday and HR Operations while also shaping how our systems, processes, and services should evolve as Ridgeline grows. Success in this role isn’t measured solely by the number of issues resolved. It’s measured by the recurring work you eliminate, the controls you strengthen, the decisions you improve, and the capabilities you build that make the organization better long after the immediate problem is solved.

You must be work authorized in the United States without the need for employer sponsorship.

The impact you will have:

• Own the roadmap and operating model for assigned Workday and HR Operations domains, balancing immediate business needs, employee impact, operational risk, technical debt, and long-term scalability

• Serve as a senior escalation point for high-impact HR Operations and Workday issues while identifying patterns, root causes, and permanent solutions

• Lead complex Workday configuration and optimization across business processes, calculated fields, condition rules, security roles, reporting, integrations, and workflow design

• Partner with HR, Recruiting, Payroll, Finance, IT, Legal, and business leaders to translate ambiguous needs into clear recommendations, align decision owners, and drive work through implementation

• Run HR service delivery with clear intake, thoughtful triage, prioritization standards, escalation paths, knowledge management, measurable service expectations, and a strong employee experience

• Translate recurring service demand into better workflows, clearer ownership, stronger standard operating procedures, improved self-service, automation, or work that can be eliminated

• Analyze and redesign end-to-end employee lifecycle processes including onboarding, job and compensation changes, leaves, offboarding, benefits administration, payroll touchpoints, and time-related workflows

• Build reporting, dashboards, and operational metrics that surface service demand, cycle time, data quality, process health, capacity, and material risk

• Lead Workday release readiness, testing, change management, and post-launch stabilization for new functionality and process changes

• Create durable configuration records, decision logs, standard operating procedures, knowledge-base content, and cross-functional handoffs

• Implement responsible AI-enabled and automated solutions that reduce repetitive work, improve accuracy, strengthen service delivery, and surface useful operational insights with appropriate privacy, compliance, and human-review controls

• Make principled tradeoffs at Ridgeline speed by determining what requires rigor, what can be iterative, what must be escalated, and what should not be done

• Raise the quality and maturity of the broader function by teaching others, sharing context, and creating scalable ways of working

What we look for:

• 7–10+ years of experience in HR operations, HR technology, HRIS, or closely related People Operations roles

• Deep hands-on Workday experience with meaningful ownership of configuration, testing, issue resolution, reporting, security, and ongoing optimization

• Strong knowledge of core HR operations across the employee lifecycle, including benefits, payroll touchpoints, compensation, job architecture, compliance, and data governance

• A builder track record redesigning systems, workflows, service-delivery practices, or operating models in a scaling environment

• Demonstrated Staff-level scope as an individual contributor, owning broad problems end to end, navigating ambiguity, shaping cross-functional decisions, and creating leverage beyond your own output

• Ability to move from strategy through execution by defining an approach, making recommendations, establishing governance, working through implementation details, and driving work to completion

• Strong service orientation and willingness to engage directly in operational work while using demand patterns to reduce repeat work over time

• Strong systems thinking, process-design, and problem-solving skills with the ability to connect day-to-day issues to upstream design flaws, unclear ownership, or control gaps

• Demonstrated judgment in prioritizing work, making sound tradeoffs, and moving quickly without creating downstream cleanup

• Ability to create and manage clear implementation plans across initiatives, including requirements, owners, dependencies, risks, testing, decisions, and launch readiness

• Experience influencing peers across HR, Finance, IT, Recruiting, Payroll, Legal, and other functions through collaboration and clear communication

• Strong analytical skills and comfort using data to prioritize work, measure impact, evaluate risk, and recommend improvements

• Clear written and verbal communication skills with the ability to explain technical, operational, and compliance concepts simply and practically

• Experience implementing workflows, automations, integrations, or AI-enabled tools in an HR or business operations environment with thoughtful judgment around privacy

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