Employee Listening and Insights Lead

NetApp, Inc.•Durham, NC

2d•$129,200 - $175,000

About The Position

The Employee Listening & Analytics Consultant plays a key role in shaping how we understand and improve the employee experience across the lifecycle. In this role, you will lead end to end survey programs—from research and question design through analysis, storytelling, and action enablement. You’ll help bring employee voices to life through compelling insights, intuitive tools, and thoughtful program management. This role is integral to embedding employee listening insights into Workforce Analytics products, talent processes, and leader enablement. You will also explore and apply emerging AI capabilities to make data interpretation and action planning easier for people managers, helping them turn insights into meaningful outcomes.

Requirements

Bachelor’s degree required; advanced degree (MA/MS) in Organizational Behavior, Organizational Psychology, Organization Development, People Analytics, or a related field preferred.
Experience in employee listening, survey design, people analytics, organizational development, or similar consulting‑oriented HR roles.
Proven ability to manage end‑to‑end talent or listening programs, delivering high‑quality insights and stakeholder experiences.
Proficient with data analysis tools (e.g., spreadsheets, BI tools, survey platforms) and comfortable learning emerging AI‑enabled tools.

Nice To Haves

Excellent communicator skilled at simplifying complex, data‑heavy concepts for broad audiences.
Strong project manager who can manage multiple initiatives with autonomy and clarity.
Analytical thinker with strong judgment, problem‑solving skills, and the ability to prioritize in fast‑moving environments.
Comfortable with new technologies and eager to explore ways AI can enhance insight delivery and stakeholder experience.
Collaborative partner who fosters inclusion, curiosity, and openness in all interactions.

Responsibilities

Conduct research to inform high‑quality survey questions across lifecycle surveys (onboarding, moments that matter, pulse, exit, etc.).
Partner with People Analytics, Talent Management, HRBPs, and other stakeholder groups to ensure survey content aligns with organizational priorities.
Translate complex research and best practices into clear, inclusive, and actionable survey items.
Lead survey programs from inception to rollout: project planning, timeline management, stakeholder alignment, survey programming, and deployment.
Partner with external survey platform providers to ensure smooth data collection, reporting, and tool administration.
Manage communication plans around listening moments—craft messaging, timelines, and leader toolkits that drive clarity, trust, and engagement.
Maintain program documentation and improve operational processes for scale.
Analyze survey results to uncover meaningful patterns, drivers, and opportunities.
Create compelling stories and reports that translate data into clear narratives for senior leaders and HRLT.
Enable people managers with intuitive reports, AI‑supported insights, and guidance that makes data interpretation and action planning simple.
Build presentations, templates, and talking points that help HR partners and leaders understand and act on survey insights.
Ensure insights feed into Workforce Analytics research priorities, dashboards, and broader people insights.
Work closely with Talent Management, HR Business Partners, Employee Experience, and other HR Centers of Excellence to integrate survey insights into organizational programs and decision‑making.
Help connect listening insights with other people metrics to build more holistic workforce stories.
Build strong, trust‑based relationships with cross‑functional partners to ensure listening insights inform strategy and improve outcomes.