HR Analyst

About the Role:

In this role, you will be the operational anchor and data connector for the HRBP organization. You will provide first-line support for transactional/process-heavy HR tasks; own tracking and coordination; prepare data and materials that enable HRBPs to focus on strategy and execution quality. You'll play a key role in guiding managers and employees through corrective action processes-making sure documentation is clear, timelines are well-communicated, and everyone feels supported in taking timely, policy-aligned steps forward.

What You Will Do:

• Front-line inquiries: Serve as first line for "how do I/where do I find" questions as needed; triage person/situation issues to HRBPs with context and tracked followups.
• Corrective Action Management: Coordinate with managers to write, edit, and approve corrective action ensuring consistency in documentation and standards.
• Report creation: Deliver weekly reporting on key HR metrics including employee data requests, corrective action summaries, performance plan improvement plan tracking, and ad-hoc reporting as needed.
• Termination preparation: Compile requests and required documents; process Dayforce separations; coordinate offboarding with HRBP and manager.
• Administer light duty process for Field Operations and Construction, manage light duty log and send weekly reports.
• Support organizational redesign through partnerships with HRBPs, business leaders, and HR data management teams.
• Proactively identify, create, and refine HR process improvements and initiatives that enhance operational efficiency and elevate the employee experience across the organization.

Do You Have:

• A data-driven mindset with strong attention to detail and data integrity.
• A behind-the-scenes specialist approach - comfortable enabling others and powering outcomes without needing the spotlight.
• Task-oriented focus with disciplined follow-through on trackers, timelines, and SLAs.
• Exceptional organization and prioritization skills to manage multiple concurrent priorities.
• Self-motivation and ownership-proactive in identifying issues, closing loops, and improving processes.
• Clear, concise communication skills that simplify complex processes for managers and employees.
• Discretion and good judgment when handling sensitive matters and confidential information.

Even Better:

• 2-5 years HR generalist or analyst/operations/coordinator experience.
• Proficiency with HR systems, Microsoft Office Suite, and Excel; capable of building reporting.
• Working knowledge of HR lifecycle processes and recurring HR cycles (merit, performance, engagement surveys, talent reviews, compliance), plus basic corrective action practices (PIP coordination, documentation standards).
• SharePoint, Excel/PowerPoint, ServiceNow or ticketing system, Teams/Outlook experience.
• Dayforce HCM experience

Notice to Non-U.S. Citizens:Uniti, as a holder of licenses granted by the Federal Communications Commission, is required to notify and to obtain approval from federal regulatory agencies prior to granting certain system/network access to any non-U.S. citizen personnel. Offers of employment extended to non-U.S. citizens are contingent upon receiving the requisite approval from agencies overseeing compliance. Non-U.S. citizens are required to provide Uniti with the personal identifying information required to obtain the necessary approval prior to accessing certain systems and/or Uniti's network. If you are not a U.S. citizen, please notify your recruiter or email CORP.HRlegal@uniti.com as soon as possible for information on Uniti's foreign personnel disclosure and approval requirements.

Notice to Applicants: Depending on the position and its job functions, offers of employment may be contingent upon successful completion of certain pre-employment screenings, including but not limited to drug-screen, motor vehicle records check, or other pre-employment screening. All such screenings will be conducted by an external third-party with the Candidate's written consent and in accordance with federal and state law. Refusal to authorize or submit to a required pre-employment screening may disqualify the candidate from employment. Any misrepresentation during the application or interview process may result in denial of employment, withdrawal of offer, or termination.