HR Performance and Talent Systems Analyst
Description -
At HP, we believe in the power of ideas. Our vision is to create technology that makes life better for everyone, everywhere – every person, every organization, and every community around the globe. This motivates us – inspires us – to do what we do. To make what we want. To invent, and to reinvent. To engineer experiences that amaze. To be the most sustainable and just technology company.
As a HR Performance and Talent Systems Analyst within the HR Systems organization, you will play a crucial role in shaping an organization's workforce strategy by designing and implementing Talent and Performance programs. This role involves managing and configuring Talent Management modules within (but not limited to) applications like Workday and Eightfold. The lead is responsible for working closely with Talent Management COE’s who oversee performance reviews, feedback processes, and talent optimization. Additionally, as technology evolves, you will continuously assist with investigations and improvements to support HR and HP’s future-ready strategy.
The ideal candidate for this position should have a strong background in HR systems management. They should possess excellent project management, communication, and collaboration skills, and be proficient in AI tools and HR system integrations. A willingness to learn and explore other applications that could help improve Talent and Performance processes, employee experience, and manager experience is essential.
The role provides essential capacity and backup coverage for ongoing Talent Management operations and roadmap delivery, including quarterly/annual cycle readiness, in‑flight enhancements, and production support.
Talent Management Systems Delivery & Sustainment: Support delivery and sustainment of Talent Management capabilities executed on a defined roadmap and cadence; ensure stability and continuity during peak cycles.
Configuration & Operational Readiness: Configure and support Talent and Performance functionality (including, but not limited to, Workday Talent/Performance and Eightfold administration) and ensure operational readiness prior to launches.
Issue Resolution & Escalation Management: Troubleshoot production issues, partner with HRIT/Security/vendor teams, and drive issues to resolution through clear communication, documentation, and follow-through.
Release / Cycle Support: Participate in planning, testing, validation, and execution activities tied to quarterly and annual Talent processes (e.g., performance cycles, feedback processes), including regression testing and post-deployment monitoring.
Cross-Functional Partnership: Work closely with Talent Management COEs and other stakeholders to gather requirements, explain tradeoffs, and translate business needs into system solutions.
Roadmap & Calendar Management: Maintain visibility into upcoming work, dependencies, and key milestones; proactively surface risks, constraints, and capacity considerations.
Data Privacy / Risk / Compliance: Operate with strong attention to HR data privacy and compliance expectations, supporting auditability and appropriate handling of sensitive HR data.
Talent Cycle Readiness & Execution: Own technical readiness, testing strategy, deployment coordination, and post‑cycle stabilization for quarterly and annual Talent processes.
Documentation & Knowledge Sharing: Create and maintain system documentation and reference materials; support onboarding and cross‑training to reduce single‑point‑of‑failure risk.
Must‑have skills
- HR systems analysis and administration experience, particularly supporting performance management and talent processes
- Strong requirements gathering and stakeholder partnership skills (HR, COEs, IT, and business users)
- Ability to configure, test, and support HR platforms rather than only report on them
- Data fluency: ability to analyze HR data, identify trends, and translate insights into actionable recommendations
- Solid process documentation, change management, and user support capabilities
- Comfort operating in a global, matrixed environment
Keywords
- HRIS / HCM
- Performance Management
- Talent Management
- Talent Reviews / Calibration
- Goal Management
- Succession Planning
- HR Analytics / Reporting
- System Configuration
- UAT / Testing
- Process Improvement
- Stakeholder Management
Qualifications
- Hands‑on experience supporting HR performance and/or talent systems
- Experience partnering with HR teams on process design and continuous improvement
- Demonstrated ability to balance operational support with project‑based work
- Experience working with confidential and sensitive employee data
Tools, software, and platforms
Education / certifications
- Bachelor’s degree in HR, Business, Information Systems, Analytics, or a related field (or equivalent experience)
- HRIS, analytics, or platform‑specific certifications are a plus but not required
Years of experience
- Targeting 5–8 years of relevant experience in HR systems, HR operations, or HR analytics roles
(open to strong candidates slightly outside this range if skill alignment is strong)
You’re out to reimagine and reinvent what’s possible—in your career as well as the world around you. So are we. We love taking on tough challenges, disrupting the status quo, and creating what’s next. We’re in search of talented people who are inspired by big challenges, driven to learn and grow, and dedicated to making a meaningful difference.
HP is a technology company that operates in more than 170 countries around the world united in creating technology that makes life better for everyone, everywhere.
Our history: HP’s commitment to diversity, equity and inclusion – it’s just who we are. From the boardroom to factory floor, we create a culture where everyone is respected and where people can be themselves, while being a part of something bigger than themselves. We celebrate the notion that you can belong at HP and bring your authentic self to work each and every day. When you do that, you’re more innovative and that helps grow our bottom line. Come to HP and thrive!
This job description describes the general nature and level of work performed in this role. It is not intended to be an exhaustive list of all duties, skills, responsibilities, knowledge, etc. These may be subject to change and additional functions may be assigned as needed by management.
Job -
Human Resources
Schedule -
Full time
Shift -
No shift premium (Mexico)
Travel -
Relocation -
Equal Opportunity Employer (EEO) -
HP, Inc. provides equal employment opportunity to all employees and prospective employees, without regard to race, color, religion, sex, national origin, ancestry, citizenship, sexual orientation, age, disability, or status as a protected veteran, marital status, familial status, physical or mental disability, medical condition, pregnancy, genetic predisposition or carrier status, uniformed service status, political affiliation or any other characteristic protected by applicable national, federal, state, and local law(s).
Please be assured that you will not be subject to any adverse treatment if you choose to disclose the information requested. This information is provided voluntarily. The information obtained will be kept in strict confidence.
For more information, review HP’s EEO Policy or read about your rights as an applicant under the law here: “ Know Your Rights: Workplace Discrimination is Illegal "
