People Applications UX Analyst

📍 Job Overview

Job Title: People Applications UX Analyst

Company: AMP Limited

Location: Sydney, New South Wales, Australia

Job Type: Full time

Category: People Operations / HR Technology / Operations Analysis

Date Posted: 2026-06-19

Experience Level: Mid-level (2-5 years)

Remote Status: On-site

🚀 Role Summary

• Drive the optimization and continuous improvement of People Applications, focusing on user experience and employee engagement within AMP's HR technology ecosystem.

• Manage and resolve Tier 2 support requests for People Applications, ensuring timely and effective resolution aligned with service level agreements.

• Develop and maintain comprehensive documentation for People Applications processes, workflows, and user guides to enhance clarity, consistency, and knowledge sharing.

• Provide data-driven insights and analysis to inform strategic decisions, enhance service delivery, strengthen controls, and improve the overall employee experience.

• Collaborate cross-functionally with People & Culture, IT, Finance, and external vendors to deliver seamless technology solutions and support strategic people initiatives.

📝 Enhancement Note: The role title "People Applications UX Analyst" and responsibilities strongly suggest a focus on HR Technology Operations, bridging the gap between HR functions and IT systems. The emphasis on user experience (UX) and employee outcomes positions this role within a broader People Operations or HR Tech function, rather than traditional Revenue or Sales Operations. The "Manager Reporting & Analytics" reporting line, however, hints at potential overlap with data analysis and reporting functions, making it crucial for candidates to highlight their analytical capabilities alongside their UX and system expertise.

📈 Primary Responsibilities

• Support the delivery of strategic people goals by adopting a customer-centric approach to improve user experience across People Applications.

• Champion consistent and reusable design principles across HR technology platforms to ensure a cohesive and intuitive user interface.

• Manage Tier 2 support requests for People Applications, including prioritization, clear communication, and delivery against defined service levels.

• Maintain accurate and up-to-date system configurations in People Applications to align with evolving business requirements and operational needs.

• Conduct thorough testing, troubleshooting, and implementation of system changes to ensure functionality, reliability, and alignment with user requirements and process improvements.

• Generate and present data-driven insights and recommendations to enhance service outcomes, strengthen internal controls, improve the employee experience, and drive cost efficiency.

• Design, document, and maintain clear and consistent People Applications processes, ensuring adherence to best practices and operational standards.

• Create and update user-relevant content for internal knowledge bases (e.g., TheHUB) and Help Desk guides to facilitate self-service and user support.

• Actively support change management activities and contribute to the successful delivery of small-to-medium initiatives, ensuring smooth implementation of system and process updates.

• Foster strong working relationships and collaborate effectively with P&C teams, IT@AMP, Finance, business stakeholders, and external vendors to achieve desired outcomes.

📝 Enhancement Note: The responsibilities clearly outline a dual focus: system administration/optimization and process improvement with a strong user-centric lens. The mention of "Tier 2 requests" and "system configuration" points to operational support, while "data-driven insights" and "process improvement" highlight analytical and strategic contributions. The emphasis on "user-centric design" and "employee experience" is paramount.

🎓 Skills & Qualifications

Education: While not explicitly stated, a Bachelor's degree in Human Resources, Information Technology, Business Administration, or a related field is typically expected for this type of role. Relevant certifications in HRIS or UX design could be beneficial.

Experience: Minimum of 2-5 years of experience in a People Operations, HR Technology, or similar analytical role, with a proven track record in supporting and optimizing HR systems.

Required Skills:

• HCM Systems Proficiency: Demonstrated experience using Human Capital Management (HCM) systems, with a strong preference for Oracle HCM.

• Risk and Controls Management: Proven experience in applying risk and controls management principles within a business environment, ensuring data integrity and compliance.

• Process Design & Documentation: Experience in documenting and designing People Technology processes to ensure clarity, consistency, and alignment with business objectives.

• Stakeholder Engagement: Proven ability to work collaboratively with a broad range of stakeholders (P&C, IT, business units) to deliver successful outcomes.

• Change Management Support: Experience in supporting change management activities and contributing to the successful adoption of new systems or processes.

• User-Relevant Content Creation: Ability to maintain and develop up-to-date, user-friendly help content for HR technology platforms.

• User-Focused Technology Solutions: Demonstrated experience in delivering technology solutions with a focus on usability, accessibility, findability, and overall user value.

• Analytical Skills: Ability to analyze issues, think critically, and provide data-driven insights and recommendations.

• Communication Skills: Excellent verbal and written communication skills, with the ability to translate technical concepts for non-technical stakeholders.

Preferred Skills:

• Oracle HCM Expertise: In-depth knowledge and hands-on experience with Oracle HCM modules and functionalities.

• User Experience (UX) Design Principles: Understanding of UX design principles and their application in HR technology.

• Service Operations Management: Experience managing service level agreements (SLAs) and operational support processes within an HRIS context.

• Data Analysis Tools: Familiarity with data analysis and visualization tools (e.g., Excel, Tableau, Power BI) for generating insights.

• Agile Methodologies: Experience working in agile environments for project delivery and system updates.

📝 Enhancement Note: The emphasis on Oracle HCM is a key differentiator. The combination of technical system skills, process documentation, and strong stakeholder management points towards a role that requires both technical acumen and interpersonal effectiveness. The "2-5 years" experience level suggests a mid-level analyst who can operate with some autonomy but also benefit from guidance.

📊 Process & Systems Portfolio Requirements

Portfolio Essentials:

• System Implementation Case Studies: Showcase examples of your involvement in implementing, configuring, or optimizing HRIS/HCM systems, detailing the scope, your role, and the outcomes achieved.

• Process Improvement Documentation: Present examples of process maps, workflow diagrams, or standard operating procedures (SOPs) you have designed or documented for HR technology processes, highlighting clarity and efficiency gains.

• User Experience Enhancement Examples: Include examples where you've contributed to improving the user experience of an application, perhaps through a redesign of a form, a streamlined workflow, or improved help content. Quantify benefits where possible (e.g., reduced error rates, faster task completion).

• Data Analysis & Reporting Samples: Provide samples of reports or dashboards you have created to provide insights into HR system usage, employee data trends, or operational efficiency metrics. Demonstrate how your analysis led to actionable recommendations.

Process Documentation:

• Workflow Design & Optimization: Demonstrate your ability to analyze existing HR technology workflows, identify bottlenecks, and design optimized processes that enhance efficiency, user satisfaction, and data integrity.

• Implementation & Automation Methods: Showcase your understanding of how to implement system changes, configure parameters, and leverage automation where appropriate to streamline HR processes and reduce manual effort.

• Measurement & Performance Analysis: Illustrate your approach to measuring the performance of People Applications and processes, including defining key metrics, tracking performance against SLAs, and using data to drive continuous improvement.

📝 Enhancement Note: For an "Analyst" role with a UX focus, a portfolio demonstrating tangible contributions to system functionality, process efficiency, and user experience is critical. Candidates should be prepared to walk through their portfolio, explaining their thought process, the challenges they faced, and the quantifiable impact of their work on users and the business.

💵 Compensation & Benefits

Salary Range: Based on industry benchmarks for a People Applications UX Analyst with 2-5 years of experience in Sydney, Australia, the estimated annual salary range is AUD $75,000 - $105,000. This range accounts for the specific skills required, the demand for HR technology expertise, and the cost of living in Sydney.

Benefits:

• Flexible Working Arrangements: AMP offers flexibility in how and where employees work, supporting work-life balance.

• Inclusion and Diversity Programs: Commitment to fostering an inclusive and diverse workplace with dedicated programs.

• Volunteer and Fundraising Opportunities: Opportunities to engage with the community through organized activities.

• Health and Wellbeing Support: Focus on employee health and wellbeing, both at home and at work.

• Career Development: Opportunities for professional growth, learning, and advancement within the organization.

• Superannuation: Standard employer superannuation contributions as per Australian legislation.

Working Hours: Standard full-time hours are typically 40 hours per week, with potential for some flexibility depending on project needs and team agreements. The role is primarily on-site, implying standard business hours within the Sydney timezone.

📝 Enhancement Note: Salary estimate is based on research for similar HR Technology Analyst roles in Sydney, considering the stated experience level and the specialized nature of UX analysis within HR systems. AMP's benefits are directly drawn from the job description and are presented with an emphasis on aspects attractive to operations professionals seeking a supportive work environment.

🎯 Team & Company Context

🏢 Company Culture

Industry: Financial Services (specifically, wealth management, banking, and insurance). AMP has a long history (over 170 years) and is undergoing a transformation, aiming to be nimbler and redefine its offerings. This implies a culture that values innovation and adaptability alongside a strong foundation.

Company Size: AMP Limited is a large, established financial services group. While the exact size of the specific department isn't detailed, the company as a whole operates on a significant scale, which means processes are likely formalized, but the current transformation phase may encourage more agile approaches within teams.

Founded: 1849. This long history provides a stable backdrop, but the emphasis on "changing," "nimbler," and "new leadership" indicates a company actively evolving.

Team Structure:

• The role reports to the "Manager Reporting & Analytics," suggesting this is the primary team.

• The "People Applications UX Analyst" will likely work closely with other members of the People & Culture (P&C) technology team, IT@AMP, and potentially business unit stakeholders.

• Collaboration is highlighted as a key aspect, indicating a team environment that values cross-functional interaction. Methodology:

• Customer-Centric Approach: A core methodology for this role, focusing on user experience and employee outcomes.

• Data-Driven Insights: Decisions and recommendations are expected to be supported by data analysis.

• Process Optimization: Continuous improvement of workflows and system functionality is a key objective.

• Agile/Iterative Delivery: The mention of "small initiatives" and transformation suggests an agile or iterative approach to implementing changes.

Company Website: https://www.amp.com.au/

📝 Enhancement Note: The company context highlights a significant transformation. This is crucial for candidates to understand; it suggests opportunities for impact and change, but also potential for a dynamic and evolving work environment. The "nimbler business" and "new leadership" points indicate a shift from traditional corporate structures.

📈 Career & Growth Analysis

Operations Career Level: This role is positioned as a mid-level analyst. It requires independent contribution in specific areas like UX analysis and process documentation, but also benefits from guidance from a Manager. It's a foundational role for a career in HR Technology, People Operations, or broader Business Operations, offering exposure to critical systems and strategic initiatives.

Reporting Structure: The role reports to the Manager Reporting & Analytics. This structure implies a focus on data-driven insights and performance measurement within the People & Culture function. It suggests opportunities to learn about how HR data informs business strategy and operational efficiency.

Operations Impact: The People Applications UX Analyst has a direct impact on the efficiency and effectiveness of HR operations by optimizing the systems employees use daily. By improving user experience, this role contributes to higher employee satisfaction, reduced administrative burden, and better data quality, which in turn supports better decision-making for the People & Culture department and the wider organization. Their work on process improvements and insights also directly supports strategic people initiatives.

Growth Opportunities:

• Specialization in HR Technology: Deepen expertise in Oracle HCM and other People Applications, becoming a subject matter expert.

• Advanced Analytics & Reporting: Develop skills in data analysis, dashboard creation, and predictive analytics within the HR domain.

• Project Management: Gain experience in managing small to medium-sized initiatives, potentially leading to project management roles in HR tech implementations.

• User Experience (UX) Design: Further develop UX design skills, contributing to more complex user journey mapping and interface design within HR systems.

• Leadership in People Operations: Progress into roles with greater responsibility for HR system strategy, implementation, and team leadership.

📝 Enhancement Note: The growth opportunities are framed around specialization within HR tech and analytics, with a clear path towards increased responsibility and potential leadership. The reporting structure to "Manager Reporting & Analytics" is a key indicator for understanding the team's strategic focus.

🌐 Work Environment

Office Type: The role is specified as "On-site," indicating a traditional office-based work environment. AMP likely offers modern office facilities designed to support collaboration and productivity.

Office Location(s): Sydney, New South Wales, Australia (specifically within the 2000 postal code, which is the central business district). This location offers access to public transport and a vibrant city environment.

Workspace Context:

• Collaborative Environment: The job description emphasizes strong relationships and collaboration with P&C, IT, Finance, and vendors, suggesting a workplace that encourages interaction and teamwork.

• Technology-Rich: As an analyst role within a financial services company, expect access to modern IT infrastructure, relevant software, and potentially specialized tools for analytics and system management.

• Team Interaction: Regular engagement with the Reporting & Analytics team and other P&C technology professionals is expected, fostering a supportive and knowledge-sharing atmosphere.

Work Schedule: Standard full-time hours (likely 40 hours per week) are expected. While the role is on-site, AMP mentions "flexible in many of the ways you’d expect" and prioritizes health and wellbeing, which might translate to some flexibility in start/end times where operational needs allow, though the core expectation is on-site presence during business hours.

📝 Enhancement Note: The "On-site" requirement is a key detail. Candidates should be prepared for a traditional office setting in a prime Sydney CBD location, with an emphasis on in-person collaboration.

📄 Application & Portfolio Review Process

Interview Process:

• Initial Screening: An HR representative or recruiter will likely review applications and conduct a brief phone screening to assess basic qualifications and cultural fit.

• Hiring Manager Interview: A more in-depth discussion with the Manager Reporting & Analytics to evaluate technical skills, experience with HCM systems (especially Oracle HCM), process design capabilities, and understanding of UX principles.

• Technical/Case Study Assessment: Candidates may be asked to complete a practical exercise or case study focused on analyzing a process, designing a solution for a user experience issue, or troubleshooting a system problem. This is where portfolio elements can be discussed.

• Team/Stakeholder Interview: An opportunity to meet potential team members and key stakeholders from P&C or IT to assess collaboration style and cultural alignment.

• Final Interview/Offer: A final discussion, potentially with a more senior leader, to confirm suitability and extend an offer.

Portfolio Review Tips:

• Curate Relevant Examples: Select 2-3 strong examples that directly showcase your experience with HCM systems, process documentation, UX improvements, and data analysis.

• Structure for Impact: For each example, clearly articulate the problem, your solution, your specific contribution, the tools/methods used, and the quantifiable results (e.g., efficiency gains, improved user satisfaction scores, reduced errors).

• Highlight UX Focus: Emphasize how your work directly improved the user experience for employees interacting with People Applications.

• Demonstrate Process Thinking: Show your ability to map, document, and optimize complex processes.

• Be Prepared to Discuss: Be ready to walk through your portfolio, answer detailed questions about your decision-making, and explain how your experience aligns with AMP's needs.

Challenge Preparation:

• System Knowledge: Brush up on Oracle HCM functionalities and common HRIS processes.

• Process Mapping: Practice creating clear and concise process maps for common HR workflows (e.g., onboarding, performance reviews, leave requests).

• UX Principles: Review fundamental UX principles and how they apply to enterprise software.

• Problem-Solving Scenarios: Think about common challenges in HR technology and how you would approach solving them from both a technical and user perspective.

• Data Interpretation: Be ready to interpret sample data related to HR system usage or employee experience metrics.

📝 Enhancement Note: The emphasis on a portfolio and potential case studies is a strong indicator of how candidates will be evaluated. Candidates should prepare to demonstrate not just what they've done, but how they did it and the impact it had, with a clear focus on user experience and operational efficiency.

🛠 Tools & Technology Stack

Primary Tools:

• HCM Systems: Oracle HCM (highly preferred), other Enterprise HCM/HRIS platforms.

• User Experience (UX) Tools: While not explicitly stated, tools for wireframing, prototyping, or user journey mapping might be used (e.g., Figma, Sketch, Lucidchart).

• Process Mapping Tools: Visio, Lucidchart, or similar for creating workflow diagrams.

• Documentation Platforms: Internal knowledge bases (like "TheHUB"), Confluence, or similar for technical and user documentation.

Analytics & Reporting:

• Data Analysis Tools: Advanced Excel, potentially SQL for data extraction.

• Reporting & Dashboarding Tools: Experience with tools used by the "Manager Reporting & Analytics" team (e.g., Tableau, Power BI, QlikView, or internal reporting suites) would be beneficial.

• HR Analytics Platforms: Familiarity with platforms that provide insights into HR data.

CRM & Automation:

• Internal Ticketing/Service Desk Systems: For managing Tier 2 requests (e.g., ServiceNow, Jira Service Management).

• Workflow Automation Tools: Familiarity with how automation can streamline HR processes, even if not directly configuring them.

• Integration Tools: Understanding of how HR systems integrate with other enterprise applications.

📝 Enhancement Note: The explicit mention of Oracle HCM is critical. Candidates should also be prepared to discuss their experience with general HRIS concepts, process documentation tools, and analytical software, as these are fundamental to the role's responsibilities.

👥 Team Culture & Values

Operations Values:

• Customer-Centricity: A primary value, ensuring that all People Application efforts are focused on improving the employee experience and meeting user needs.

• Data-Driven Decision Making: Operations and strategic choices are informed by robust data analysis and insights.

• Efficiency & Optimization: A drive to streamline processes, reduce operational complexity, and enhance the effectiveness of People Applications.

• Collaboration & Inclusion: Working effectively across teams and with diverse stakeholders, fostering an inclusive environment.

• Continuous Improvement: A proactive mindset towards identifying opportunities for enhancement and innovation in systems and processes.

Collaboration Style:

• Cross-Functional Integration: Expected to work closely with P&C, IT, and Finance, requiring strong communication and partnership skills.

• Process Review & Feedback: A culture that encourages open discussion and feedback on processes and system performance to drive improvements.

• Knowledge Sharing: Emphasis on creating and maintaining documentation ("TheHUB," Help Desk guides) signifies a commitment to sharing knowledge and empowering users.

📝 Enhancement Note: The company's stated values of inclusion, diversity, and fostering a "welcoming, enjoyable place to work" are important cultural indicators. For an operations role, translating these into practical actions like clear documentation, accessible support, and collaborative problem-solving is key.

⚡ Challenges & Growth Opportunities

Challenges:

• Balancing User Needs with System Limitations: Navigating the complexities of enterprise HCM systems to deliver optimal user experiences while working within technical constraints.

• Managing Stakeholder Expectations: Effectively communicating technical capabilities and limitations to diverse stakeholders and managing competing priorities.

• Driving Change in a Large Organization: Supporting the adoption of new processes or system updates within a long-established company undergoing transformation requires strong change management skills.

• Keeping Pace with Technology: Continuously learning about new features in Oracle HCM and evolving HR technology trends to ensure AMP's systems remain effective.

Learning & Development Opportunities:

• HR Technology Specialization: Deepen expertise in Oracle HCM configuration, best practices, and advanced functionalities.

• UX Design for Enterprise Applications: Develop advanced skills in user research, journey mapping, and UI/UX design specifically for HR software.

• Data Analytics & HR Metrics: Enhance capabilities in extracting, analyzing, and reporting on HR data to provide strategic insights.

• Project Management Fundamentals: Gain experience managing smaller HR tech projects, which can lead to formal project management opportunities.

• Industry Best Practices: Exposure to industry conferences and forums related to HR technology and People Operations.

📝 Enhancement Note: The challenges presented are typical for roles bridging HR and IT in large organizations. The growth opportunities are directly linked to overcoming these challenges and developing specialized skills within the HR technology domain.

💡 Interview Preparation

Strategy Questions:

• "Describe a time you significantly improved the user experience of an HR system. What was the problem, your approach, and the outcome?" (Focus on user-centricity, process analysis, and quantifiable results).

• "How would you approach documenting a complex HR process for a non-technical audience? What key elements would you include?" (Demonstrate clarity, structure, and audience awareness).

• "Imagine a user reports an issue with [specific Oracle HCM function]. How would you troubleshoot this, considering it's a Tier 2 request?" (Assess problem-solving methodology, system knowledge, and communication approach).

• "How do you ensure that system changes align with business needs and don't negatively impact the employee experience?" (Focus on stakeholder engagement, testing, and change management). Company & Culture Questions:

• "What do you know about AMP's current transformation and how do you see People Applications contributing to it?" (Show research and strategic thinking).

• "How do you approach collaboration with IT teams and business stakeholders with different priorities?" (Assess interpersonal skills and conflict resolution).

• "AMP emphasizes inclusion and diversity. How would you ensure our People Applications are accessible and inclusive for all employees?" (Connect values to practical application). Portfolio Presentation Strategy:

• STAR Method: Structure your portfolio examples using the STAR method (Situation, Task, Action, Result) to provide clear and concise narratives.

• Quantify Impact: Wherever possible, use numbers and data to demonstrate the tangible benefits of your work (e.g., "reduced process time by 15%", "improved user satisfaction by 10 points", "decreased error rates by X%").

• Visual Aids: If possible, use screenshots or simplified diagrams to illustrate your points, especially when discussing process flows or UX improvements.

• Focus on "Your Role": Clearly articulate your specific contributions, especially in team projects.

• Connect to AMP's Needs: Frame your experience and portfolio examples in the context of AMP's stated goals for transformation, employee experience, and operational efficiency.

📝 Enhancement Note: The interview preparation focuses on behavioral questions (STAR method), scenario-based problem-solving, and demonstrating an understanding of both technical execution and strategic impact within an HR Operations context. The portfolio is a critical component for demonstrating practical experience.

📌 Application Steps

To apply for this operations position:

• Submit your application through the provided Oracle Cloud link.

• Tailor your resume: Highlight keywords and experiences directly relevant to People Applications, UX analysis, Oracle HCM, process documentation, and stakeholder engagement. Quantify achievements wherever possible.

• Prepare your portfolio: Curate 2-3 strong examples showcasing your system optimization, process design, UX improvement, and data analysis skills. Be ready to present and discuss these in detail.

• Research AMP: Understand their current transformation, values, and the financial services industry context. Be prepared to discuss how your role contributes to their strategic objectives.

• Practice your interview responses: Rehearse answers to common behavioral, situational, and technical questions, using the STAR method and incorporating examples from your portfolio.

⚠️ Important Notice: This enhanced job description includes AI-generated insights and operations industry-standard assumptions. All details should be verified directly with the hiring organization before making application decisions.

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