People Care AI Process Analyst

People Care AI Process Analyst

This role has been designed as 'Hybrid' with a requirement that you will work on average 2 days per week from an HPE office.

Job Description:

The AI Process Analyst prepares HR processes for responsible AI and automation by combining process discovery, simplification, standardization, and data-informed analysis into one transformation role across Corporate Functions HR (CFHR) and People Care (PC).

By removing redundant steps, reducing workflow variants, clarifying decision points, and documenting exception paths before technology is introduced, the AI Process Analyst helps ensure that automation improves the process rather than reproducing existing complexity. The role creates the operational foundation that allows AI solutions to complement HR expertise while preserving appropriate human judgment, compliance controls, and a consistent employee experience.

Process readiness is essential to successful AI implementation because the quality, clarity, and consistency of the underlying workflow directly affect solution performance, scalability, and trust. The AI Process Analyst translates operational needs into simplified current-state and future-state designs, identifies where AI can assist or act, and defines where human review remains required. By connecting process evidence, customer pain points, business requirements, and measurable value, the role helps the Transformation & Automation Office prioritize practical opportunities and deliver sustainable HR outcomes.

The Role

Lead the analysis and redesign of HR processes to make them simpler, standardized, measurable, and ready for AI or automation. The AI Process Analyst partners with process owners, HR Operations, HRBPs, People Care, HRIS, Legal, Compliance, product teams, and subject matter experts to assess process performance, map end-to-end workflows, identify bottlenecks and variants, define requirements, and build future-state operating models. The role ensures that decision logic, exception handling, data dependencies, controls, handoffs, and success measures are clearly documented before implementation and continuously reviewed after launch.

Scope

• Design and maintain current-state and future-state process maps across CFHR and People Care services.

• Assess process readiness for conversational AI, agentic AI, workflow automation, and human-assisted solutions.

• Simplify workflows by removing redundant activities, unnecessary approvals, duplicate handoffs, avoidable redirects, and low-value manual work.

• Standardize process variants while documenting legitimate regional, policy, regulatory, and employee-experience exceptions.

• Define business requirements, decision trees, operational rules, AI-to-human boundaries, escalation triggers, and human-review points.

• Identify measurable use cases and partner with stakeholders to connect process improvements to operational value and ROI.

• Maintain traceable process documentation, assumptions, dependencies, risks, controls, and ownership.

How you will make your mark

• Process Discovery and Analysis: Facilitate workshops, review operational data, document end-to-end workflows, and analyze contact drivers, cycle times, rework, handoffs, failure points, and recurring exceptions.

• Process Simplification and Standardization: Challenge the status quo, eliminate non-value-added work, reduce variants, streamline approvals, and define clear, reusable operating standards across geographies and service lines.

• AI and Automation Readiness: Identify suitable AI or automation opportunities, define the intended role of technology, specify human oversight, and create AI-ready process maps, decision logic, and exception paths.

• Business Requirements and Solution Partnership: Translate process needs into clear requirements, acceptance criteria, user stories, test scenarios, and operational readiness inputs for Product Managers, HRIS, IT, and implementation partners.

• Value and Performance Measurement: Establish baselines and outcome measures such as process cycle time, rework, error rates, volume reduction, capacity released, turnaround consistency, and customer-effort improvements.

• Governance and Risk Alignment: Partner with process owners, Legal, Compliance, HRIS, and governance teams to ensure controls, auditability, ownership, data dependencies, and mandatory human-review thresholds are documented.

• Continuous Improvement: Review post-implementation results, root causes, user feedback, and exception trends, then recommend process corrections and new optimization opportunities.

About You

• First-level university degree or equivalent experience; advanced university degree preferred.

• Typically 4–8 years of related experience in business process analysis, HR operations, process excellence, consulting, project delivery, or digital transformation.

• Experience mapping and simplifying end-to-end processes using structured methods such as Lean, Six Sigma, BPMN, value-stream mapping, or equivalent practices.

• Experience participating in AI, automation, HR technology, or workflow transformation use cases tied to workforce, customer, operational, or business outcomes.

• Ability to translate operational complexity into clear process maps, decision logic, business requirements, and executive-ready recommendations.

• Strong analytical skills with the ability to interpret quantitative and qualitative evidence, identify root causes, and connect improvements to measurable value.

• Ability to facilitate cross-functional discovery sessions and influence process owners without owning day-to-day operations.

• Working understanding of responsible AI, human oversight, data quality, controls, and process governance.

Bonus Points If You Are

• Certified in Lean Six Sigma, business analysis, process management, project management, Flawless Consulting, or a similar discipline.

• Experienced with process-mining, workflow-mapping, case-management, or analytics tools.

• Comfortable challenging established practices while building alignment across global and regional stakeholders.

• Curious about AI and automation, with evidence of converting operational pain points into practical transformation opportunities.

Success Metrics

• Process steps, handoffs, approvals, and variants eliminated or simplified.

• Reduction in cycle time, rework, errors, avoidable contacts, and exception volume.

• Percentage of prioritized processes with approved current-state and future-state documentation.

• Number and value of AI or automation opportunities validated through readiness and ROI assessment.

• Business requirement quality, test acceptance, and implementation readiness.

• Improvement in process consistency, customer effort, and operational capacity.

• Benefits realized against approved baselines after implementation.

Health & Wellbeing

We strive to provide our team members and their loved ones with a comprehensive suite of benefits that supports their physical, financial and emotional wellbeing.

Personal & Professional Development

We also invest in your career because the better you are, the better we all are. We have specific programs catered to helping you reach any career goals you have — whether you want to become a knowledge expert in your field or apply your skills to another division.

Unconditional Inclusion

We are unconditionally inclusive in the way we work and celebrate individual uniqueness. We know varied backgrounds are valued and succeed here. We have the flexibility to manage our work and personal needs. We make bold moves, together, and are a force for good.

#mexico

#operations

Job:

Human Resources

Job Level:

Specialist

In accordance with applicable Mexican laws and our commitment to non-discrimination, HPE strictly prohibits requiring medical certificates related to pregnancy status or HIV as conditions for employment, continued service, or promotion.

Hewlett Packard Enterprise is EEO Protected Veteran/ Individual with Disabilities.

HPE will comply with all applicable laws related to employer use of arrest and conviction records, including laws requiring employers to consider for employment qualified applicants with criminal histories.

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