Director, Talent Analytics and Employee Insights

GE HEALTHCARE•Chicago, IL

1d•$172,000 - $258,000

About The Position

This role owns the company’s employee listening strategy and leads a small People Analytics team. It builds a practical, multi channel listening program—surveys, pulses, open text, roundtables—connects it to people and business data, and surfaces emerging themes early. It keeps HR metrics accurate and easy to use, and helps leaders make decisions with data. It uses modern analytics—and AI when it helps—across hiring, performance, learning, inclusion, team structure, and manager effectiveness. It sets clear guardrails for responsible, ethical use of people data. As a trusted advisor to HR and business leaders, the role turns insights into simple, actionable recommendations that improve engagement, retention, mobility, and performance.

Requirements

8+ years in People Analytics, HR Research/IO Psychology, or Talent Management, including 3+ years leading teams.
Proven ownership of enterprise listening strategy and governance with measurable impact on outcomes (e.g., engagement, retention, mobility, performance).
Expertise in survey methodology (sampling, reliability/validity, driver analysis) and statistics/experimentation; practical experience with NLP/text analytics and early‑signal detection.
Fluency with BI and analytics tools (e.g., Tableau/Power BI/Looker) and query/scripting (SQL; Python or R); ability to guide data architecture and quality improvements.
Track record of executive communication—turning complex data into clear, actionable recommendations; comfortable briefing senior leaders/boards.
Experience elevating data‑driven decision making (metric catalog, data literacy programs, self‑serve analytics) and ensuring accurate, consistent reporting.
Deep understanding of data privacy/ethics and relevant regulations; capable of partnering with Legal/InfoSec and (where applicable) Works Councils/ER.
Hands‑on exposure to advanced analytics/AI in HR use cases, with a responsible, human‑in‑the‑loop approach.

Nice To Haves

Trusted, influential advisor who effectively challenges and guides senior leaders
Systems thinker who builds scalable listening and analytics ecosystems with clear definitions and governance.
Compelling storyteller and facilitator; adept at simplifying complexity and driving decision clarity
Analytically rigorous and outcomes‑oriented; balances speed with methodological quality.
Ethics‑first mindset; safeguards confidentiality, fairness, and psychological safety.
Learning‑agile innovator who pragmatically applies AI/automation to improve impact and efficiency.

Responsibilities

Set and own a multi‑channel listening strategy (engagement, lifecycle, pulse, crowdsourcing, roundtables, ERG/affinity feedback, open‑text, external signals) and integrate listening signals with other people and business data to inform HR and business strategies.
Build and manage listening systems (e.g., topic/sentiment modeling, anomaly detection, “early‑warning” dashboards) to surface new and emerging themes; establish triage/escalation and follow‑through.
Lead and develop a small People Analytics team delivering descriptive, diagnostic, and predictive insights across the talent lifecycle (attraction, recruiting, onboarding, performance, learning, inclusion, mobility, wellbeing, attrition).
Translate insights into data‑driven HR and business strategies; craft executive‑ready narratives, option sets, and ROI/impact estimates; brief senior leaders and boards/committees as needed.
Support accurate HR data and metrics reporting by defining metric standards, improving data quality/lineage, and publishing enterprise scorecards and self‑serve dashboards; raise data literacy across HR and the business.
Apply research and analytics across priority domains (e.g., performance enablement, manager capability, organization design/team structure, recruiting funnel/conversion, learning effectiveness) to inform strategy and actions.
Incorporate advanced analytics—including AI/ML and responsible automation (e.g., text summarization, topic clustering, causal inference, experimentation) to improve speed, signal detection, and actionability.
Establish governance for all listening activities: survey calendar, question bank, sampling standards, reporting thresholds/minimum n‑sizes, action‑planning expectations, and post‑action measurement.
Advise on and support the ethical use of people data within HR and beyond (policy, privacy impact assessments, small‑n suppression, bias/fairness checks, transparency guidelines, access controls).
Manage vendor selection and performance for survey/analytics/NLP tools.
Act as a trusted advisor to the HR leadership team and senior business leaders on priorities, trade‑offs, and decisions grounded in evidence; facilitate action‑planning and track impact.
Set team KPIs, manage budget/roadmap, and operate a clear intake/prioritization process with SLAs.