PIMCO is a global leader in active fixed income with deep expertise across public and private markets. We invest our clients' capital across a range of fixed income and credit opportunities, leveraging our decades of experience navigating complex debt markets. Our flexible capital base and deep relationships with issuers have helped us become one of the world's largest providers of traditional and nontraditional solutions for companies that need financing and investors who seek strong risk-adjusted returns.

Since 1971, our people have shaped our organization through a high-performance inclusive culture, in which we celebrate diverse thinking. We invest in our people and strive to imprint our CORE values of Collaboration, Openness, Responsibility and Excellence. We believe each of us is here to help others succeed and this has led to PIMCO being recognized as an innovator, industry thought leader and trusted advisor to our clients.

Role Overview

The People Operations Analyst is an early-career role for someone interested in helping build the future of People Operations. The Analyst will deliver accurate, responsive and employee-centered HR services while using technology, data, knowledge and continuous improvement practices to make those services simpler, more scalable and easier to navigate.

This role combines hands-on operational delivery with future-focused problem solving. The Analyst will support employee inquiries and lifecycle processes, identify recurring issues and friction, partner with subject matter experts to clarify rules and exceptions, and help translate operational needs into improved processes, knowledge, self-service and responsible AI or automation use cases.

Success requires strong attention to detail, sound judgment, curiosity and a willingness to learn. The ideal candidate can operate within established controls while also asking thoughtful questions, navigating ambiguity and contributing ideas that improve the employee experience and the way People Operations delivers its work.

What You Will Do

Employee and Manager Support

• Respond to employee and manager inquiries with empathy, accuracy and appropriate urgency across HR policies, processes and programs.

• Manage cases through the HR service management platform, document actions clearly and support delivery against service expectations.

• Research issues, distinguish routine questions from exceptions and escalate sensitive or higher-risk matters appropriately.

• Look beyond case closure to understand the employee need, remove confusion where possible and create a consistent service experience.

Employee Lifecycle Operations

• Execute and coordinate core employee lifecycle activities, including onboarding, transfers, mobility, changes and offboarding.
• Complete HR transactions and documentation accurately, maintaining data integrity, confidentiality, compliance and audit-ready records.
• Coordinate across People Operations, HR Business Partners, Subject Matter Experts, and other partners to support timely outcomes.
• Identify unclear handoffs, recurring delays or process gaps and raise practical recommendations for improvement.

Digital Enablement, AI and Automation

• Use approved AI and digital tools to support research, drafting, summarization, analysis and operational delivery, with appropriate human review.
• Identify repetitive, manual or high-friction activities that may benefit from standardization, self-service, automation or AI enablement.
• Help define practical use cases by documenting the business problem, users, process, required data, risks, controls and desired outcome.
• Participate in testing new tools and workflows, document findings and provide clear feedback on accuracy, usability and employee impact.
• Apply sound judgment regarding confidential information, data quality, bias, accuracy and when human or subject matter expert review is required.
• Stay curious about emerging tools and share relevant, practical ideas that could improve People Operations.

Process Improvement and Operational Insight

• Review workflows, case themes, employee feedback and available service data to identify root causes and improvement opportunities.
• Map current processes, clarify decision points and exceptions, and help design simpler and more consistent ways of working.
• Contribute to process documentation, standard operating procedures, controls and measurement approaches.
• Support implementation of improvements and assess whether changes reduced effort, improved quality or created a better employee experience.

Knowledge Management and Self-Service

• Create, update and maintain clear, accurate and accessible knowledge articles for employees, managers and HR colleagues.
• Partner with subject matter experts to translate policies and specialist knowledge into practical guidance, decision logic and employee-friendly content.
• Identify knowledge gaps based on recurring inquiries and recommend content or self-service improvements.
• Help ensure knowledge remains current, consistent across channels and aligned with global standards and regional requirements.

Partnership and Navigation of Ambiguity

• Build effective working relationships across People Operations and with HR and business partners.
• Approach unfamiliar or ambiguous situations by gathering facts, identifying what is known and unknown, assessing risk and proposing a path forward.
• Engage subject matter experts with focused questions and relevant context rather than simply passing work to another team.
• Balance employee experience, consistency, speed, risk and practicality when evaluating options.
• Know when to act independently, when to seek guidance and when escalation is required.

Employee Experience and Service Excellence

• Consider the employee and manager experience at each stage of a process, including the clarity, accessibility and tone of communications.
• Listen for signals of confusion or frustration and use them to improve processes, knowledge and service delivery.
• Communicate clearly and professionally, including when an answer is not immediate or a request cannot be fulfilled as expected.
• Contribute to a service culture grounded in ownership, responsiveness, respect and continuous improvement.

What You Bring

Required Qualifications

• Bachelor's degree or equivalent experience in human resources, business, information systems, analytics, operations, psychology or another relevant field.

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