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.