HR Operations Analyst

Job Summary:

JOB DESCRIPTION – HR Operations Analyst

Location: Philippines

Division: Human Resources – HR Shared Services

Line Manager: Associate Director, HR Operations

Contract Terms: Regular, Full-Time

Job Level – P2 – Professional

THE TEAM

The Ticketmaster HR team is a group of superstars that are at the core of all employee activities at Ticketmaster. We strive to standardize all of our processes, to create a meaningful employee experience for our teams and to champion a culture of problem-solving, collaboration and teamwork. Within HR, the HR operations team oversees all day-to-day administrative and transactional activities throughout the employee lifecycle, execute on organization-wide processes, problem-solve issues, and lead the strategy behind people data and analytics.

THE JOB

The HR Operations Analyst will provide global support for the Human Resources team and is responsible for the day-to-day activities to help support HR business partners and leaders across Ticketmaster. Reporting directly to the Associate Director HR Operations, the HR Operations Analyst will assist employees and managers on a variety of employee and/or contingent worker life-cycle processes and services. This position will act as a primary point of contact for HR-related requests. The role requires the ability and willingness to complete daily tactical responsibilities and work with a variety of organizational & people-related issues. This individual will focus on enforcing compliance and reducing liability risks while establishing effective communication between HR, the business, and service teams.

WHAT YOU WILL BE DOING

• HR Operations & Employee Lifecycle

• Serve as a senior HR Operations subject matter expert, owning complex employee-lifecycle processes, advising HR and business leaders, and leading operational improvement, data-quality, and change initiatives.

• Act as a trusted point of contact for employees locally and globally, responding to questions about HR programs, policies, resources, systems, and procedures.

• Process employee lifecycle transactions accurately and efficiently through Workday , including new hires, employee changes, transfers, compensation-related changes, and exits.

• Partner with managers and HR leaders on complex employee changes, including leaves, promotions, transfers, immigration, terminations, and contingent-worker matters.

• Act as a consultant to HR and business leaders on HR Operations issues and status-change decisions, applying sound judgment within established policies and procedures.

• Plan and execute cyclical people programs, including performance reviews, promotions, talent reviews, and training.

• Draft employment contracts, job change letters, and other employee documentation for distribution.

• Ensure employee transactions and records are entered, processed, reviewed, and audited accurately and on time.

• Execute one-time payment transactions and provide accurate information to the appropriate teams for payroll processing.

• Handle employee and organizational information with appropriate discretion and confidentiality.

• Shared Services Transition & Process Improvement

• Support the transition of HR operational activities from HR Business Partner teams into the central HR Shared Services organization, partnering closely with local HRBP teams and HR Operations leadership.

• Document current and future-state workflows and identify opportunities to simplify, standardize, and improve HR processes.

• Coordinate HR Operations workstreams for reorganizations, mergers and acquisitions, and other organization-wide change initiatives.

• Help develop scalable HR Operations practices that improve efficiency, consistency, and the employee experience.

• Create, maintain, and continuously improve process documentation, internal reference guides, HR systems documentation, and materials supporting background-check and other HR processes.

• Identify recurring operational issues and recommend practical solutions or process improvements.

• Coach junior HR Operations team members and serve as an escalation point for complex operational issues, as applicable.

• HR Systems, Data & Technology

• Lead cross-functional HR technology and process-improvement initiatives from analysis and design through testing, implementation, adoption, and continuous improvement.

• Maintain high standards of HR data quality, accuracy, and integrity.

• Perform regular reviews and audits of employee transactions and HR data.

• Own a defined cadence of HR data-quality audits and operational metrics, ensuring timely follow-up and resolution of identified issues.

• Use HR systems and reporting tools to investigate issues, identify relevant factors, and determine appropriate actions within established policies and procedures.

• Partner with HR, Payroll, HRIS, and other stakeholders to resolve operational and system-related issues.

WHAT YOU NEED TO KNOW (or TECHNICAL SKILLS)

We recognize that strong candidates may bring different combinations of experiences and strengths. If you meet most of the qualifications below and believe you can make an impact in this role, we encourage you to apply.

• HR Operations & Employee Lifecycle Experience

• Approximately 3–5 years of experience in HR Operations, HR Shared Services, HR Administration, or a related HR operations role , ideally within a multinational or complex organization.

• Hands-on experience supporting end-to-end employee lifecycle processes , including onboarding, employee changes, transfers, compensation-related transactions, documentation, and offboarding.

• Experience processing and reviewing HR transactions while maintaining high standards of accuracy, timeliness, confidentiality, and data integrity .

• Experience working within a Shared Services or centralized HR Operations environment and collaborating with HR Business Partners and other HR teams is preferred.

• Ability to understand operational issues, analyze relevant information, and exercise sound judgment within established policies, processes, and procedures.

• HRIS, HR Technology & Data

• Hands-on experience using HRIS and HR technology platforms to manage employee data and HR transactions.

• Experience with Workday is strongly preferred , particularly for employee lifecycle transactions and employee data management.

• Strong understanding of HR data quality and data integrity , including transaction validation, reconciliation, and auditing.

• Ability to identify system or data issues, investigate root causes, and partner with relevant teams to resolve them.

• Experience contributing to HR technology enhancements, testing, process changes, and user feedback is preferred.

• Comfortable learning new HR technologies and working across multiple systems and digital platforms.

• AI, Automation & Digital Capability

• Practical experience using AI and generative AI tools to improve productivity, research, documentation, knowledge management, data analysis, or HR operational processes.

• Ability to identify opportunities to use AI, automation, and digital tools to simplify repetitive activities, reduce manual effort, improve service delivery, and enhance HR Operations efficiency.

• Demonstrated ability to use AI tools responsibly and thoughtfully , including validating AI-generated outputs and maintaining appropriate confidentiality, data privacy, security, and human oversight when working with employee or HR information.

• Ability to critically evaluate AI-generated information rather than relying on outputs without appropriate review and validation.

• Curiosity and willingness to explore emerging AI-enabled HR technologies, automation opportunities, and new ways of working .

• Process Documentation & Knowledge Management

• Experience creating, maintaining, and improving Standard Operating Procedures (SOPs), process documents, workflows, internal reference guides, and knowledge-management content .