Employee Listening Lead, People Analytics and Insights

What you'll do Employee listening strategy

• Own the global employee listening calendar across the annual census, pulse surveys, and lifecycle surveys onboarding, exit, internal mobility, balancing insight needs against survey fatigue.
• Recommend when to survey, when to use existing data instead, and when to retire survey instruments that no longer earn their place.

Listening portfolio expansion

• Build a phased roadmap that extends listening beyond the annual Employee Engagement Survey, prioritized by business need and data readiness.
• Design and launch onboarding and exit offboarding surveys, triggered from HR system events.
• Extend into lifecycle listening at key moments such as internal moves, promotions, and return from leave.
• Introduce targeted pulse surveys to track priority themes and change programs between annual cycles.
• Develop a 360 feedback offering for leaders and managers, with clear rules on confidentiality and use.
• Connect insight across survey instruments so leaders see a single employee experience view, not separate survey reports.

Survey design

• Design and maintain survey instruments: item writing, scale design, and question libraries that protect year-over-year trend comparability.
• Manage translation and cultural equivalence across countries and languages.
• Define sampling approaches for pulse surveys and targeted listening activity.

Analysis and insight

• Run driver analysis, significance testing, and segmentation across the organization, including small-team reporting within anonymity rules.
• Analyze open-text comments at scale using Qualtrics Text iQ and AI-assisted methods.
• Link listening data to business outcomes such as attrition, performance, and utilization, working with the wider PA&I team.

Executive communication

• Translate results into concise narratives for the Senior Leadership Team, regional leaders, and People & Culture business partners.
• Present findings directly to senior audiences and defend your methodology and results under questioning.

Manager enablement and action

• Run the Employee Engagement Survey action-planning cadence and track whether actions are taken and whether they move outcomes.
• Shape the content and roadmap of AI-enabled manager tools with the AI & Projects team, including what data it surfaces and how adoption is measured.
• Produce practical guidance that helps managers interpret results and act.

Platform and governance

• Specify, review, and quality-assure Qualtrics configuration: hierarchies, metadata, dashboards, role-based access, and anonymity thresholds.
• Ensure listening activity meets GDPR and local data protection requirements, including works council consultation where required.
• Manage the day-to-day relationship with Qualtrics as a vendor.

What you'll bring

• 10-12 years in employee listening, people analytics, organizational research, or survey research, with at least 4 years running employee surveys at scale in a large or multinational organization.
• Experience building a listening portfolio beyond an annual survey, such as onboarding, exit, lifecycle, or pulse programs.
• Strong survey methodology: item and scale design, validity, trend management, sampling, and cross-cultural survey administration.
• Working knowledge of Qualtrics EmployeeXM, deep enough to specify and quality-assure hierarchies, metadata, dashboards, role-based access, and anonymity thresholds.
• Applied statistics: driver analysis, regression, significance testing, and segmentation. Hands-on use of R or Python alongside Qualtrics.
• Text analytics experience, including Qualtrics Text iQ or equivalent, and familiarity with AI-assisted comment analysis.
• A track record of presenting survey insight to senior leaders and influencing decisions.
• Experience turning results into manager action, with evidence of how adoption was driven and measured.
• Ability to deliver through colleagues and stakeholders you don't manage, across regions and time zones.
• Sound understanding of confidentiality, GDPR, and ethical use of employee data.
• Bachelor's degree in psychology, statistics, social sciences, economics, or a related field.
• Fluent professional English, written and spoken.

Nice to have

• Master's degree in industrial-organizational psychology, organizational behavior, or quantitative social science.
• Qualtrics EX certification, or experience as a Qualtrics EX administrator.
• Experience consolidating survey platforms or programs across entities, for example after a merger.
• Experience designing or running 360 feedback programs.
• Experience with AI assistants or chat-based tools that surface survey data to managers.
• Qualtrics API or HRIS integration experience Workday, SAP SuccessFactors, or similar.
• Experience with works councils and European employee consultation requirements.
• Professional proficiency in Spanish or another major language used in NTT DATA's workforce.
• Mentoring or informal team leadership experience.