• 5-7+ years of combined experience in HR, IO/Psych, Quantitative/Qualitative Research, People Analytics, Labor Economics, Statistics, Business Intelligence, Behavioral Science, Consulting or other related disciplines
• Well versed in employee research and survey methodologies, including techniques, best practices and emerging trends 
• Strong HR knowledge and general business acumen, and the ability to design our employee research approach around core questions critical to advancing our mission 
• Strong communicator who can translate data into insights and stories, interact credibly with leaders, and explain technical concepts to non-technical audiences
• End-to-end program management experience, from needs analysis and design to implementation and communication, to impact measurement and continuous improvement
• Strong project management capabilities, with experience managing multiple project streams and priorities and working cross-functionally to drive results
• Comfort working collaboratively with technical data practitioners and data infrastructure teams
• Comfort with ambiguity, strong attention to detail, and ability to thrive in a fast-paced environment
• Scrappy, practical and resourceful; ability to scale up and down and creatively build leverage through internal and external partners
• Experience with survey software and tools such as Culture Amp, Qualtrics, etc.

• Own and manage the engagement survey strategy and end-to-end processes (in close collaboration with internal partners and our third party vendor, Culture Amp)
• Ensure strong participation in our surveys by engaging cross-functionally and leading our communication and marketing efforts
• Distill data into the most relevant insights and communicate with / educate key stakeholder groups on survey findings
• Implement strategies to help turn insights into business-impacting actions and solutions (e.g., leadership consulting, manager enablement, etc.)
• Over time, develop a holistic point of view on our broader employee life cycle sensing (timing, approaches, tools) and work to implement a roadmap toward this vision
• Deliver data to our people analytics team to embed sensing data into our broader analytics research efforts and product set
• Track and monitor the effectiveness of our employee sensing efforts and make adjustments to our approach as needed
• Pitch in on other people analytics initiatives as needed to drive our roadmap forward and deliver actionable data and insights to the company

• Advanced degree with quantitative experience a plus
• Experience with HR data systems (e.g., data integrity, security profiles, etc.) a plus
• Consulting experience a plus

As Asana’s Employee Sensing Program Manager you will partner with our People Insights team to develop the strategy, design and execution of our survey-based employee sensing programs and provide reliable and valid insights on critical business issues. Your primary focus will be delivering on our employee engagement surveys, managing the program end-to-end and serving as a resource to managers, leaders and the people team to ensure we are maximizing the insights and impact we are generating from this work. Over time, we’ll look for this role to help us take a more holistic approach to our employee sensing efforts, enhancing, consolidating and adding to our portfolio of listening tools across the employee life cycle in order to build a best-in-class employee listening program. As a key member of our small, but mighty People Insights team, you must be able to add value both as a subject-matter expert who can influence stakeholders about employee research best practices, as well as an operational powerhouse who can drive velocity and impact by leveraging and collaborating with partners (internal and third party) and consistently looking for ways to streamline and improve processes. This is a dynamic role, with the opportunity to help shape our People Insights roadmap and create significant impact at a mission-driven company that puts culture at the center of its business strategy!