People Analytics Senior Consultant, Senior Advisor

The Cigna Group

4d•$112,800 - $188,000

About The Position

The job profile for this position is Business Analytics Senior Advisor, which is a Band 4 Senior Contributor Career Track Role. We are seeking an experienced People Analytics Senior Consultant to play a critical role in shaping and delivering our employee listening strategy. This role serves as a trusted advisor to HR and business leaders, partnering closely with stakeholders to design effective listening approaches, develop high-quality surveys and research methodologies, analyze employee feedback, and translate findings into actionable recommendations. The ideal candidate brings expertise in survey methodology, employee research, stakeholder consulting, and analytics while demonstrating the ability to connect employee experience insights to business priorities and outcomes. This individual will work collaboratively across key matrix partners to ensure listening programs are designed with rigor, aligned to organizational needs, and positioned to drive meaningful action.

Requirements

Minimum of 5 years of experience in employee listening, industrial-organizational psychology, people analytics, organizational research, employee experience, or a related field.
Demonstrated experience designing employee surveys, developing measurement strategies, and conducting organizational research.
Strong understanding of survey methodology, research design, psychometrics, and employee listening best practices.
Experience analyzing quantitative and qualitative data and translating findings into actionable business insights.
Strong consulting, facilitation, and stakeholder management skills, with the ability to influence leaders at all levels of the organization.
Exceptional communication and storytelling abilities, including experience presenting to senior leaders and executive audiences.
Experience developing executive-ready reports, presentations, and insight summaries.
Strong analytical and problem-solving capabilities with the ability to connect employee feedback to business priorities and workforce outcomes.
Comfortable managing multiple stakeholders and initiatives in a fast-paced, evolving environment.

Nice To Haves

Advanced degree, such as a Ph.D., in industrial-organizational psychology, organizational development, behavioral science, or a related field.
Experience leading enterprise employee engagement, pulse, lifecycle, or organizational health surveys.
Experience with driver analysis, predictive analytics, text analytics, and advanced research methods.
Familiarity with employee experience, organizational effectiveness, talent strategy, workforce planning, and change management.
Experience working in a large, highly matrixed organization and consulting with senior leadership teams.
Knowledge of people analytics, organizational research, and employee listening technology platforms.

Responsibilities

Serve as a strategic advisor to leaders, HR partners, and Centers of Excellence on employee listening best practices, measurement strategies, and employee experience research.
Partner with stakeholders to identify business challenges, define listening objectives, and recommend listening approaches that generate meaningful and actionable feedback.
Consult on the design and implementation of enterprise, pulse, lifecycle, and targeted listening programs aligned to workforce and business priorities.
Guide stakeholders on survey methodology, question design, benchmarking, reporting approaches, and action planning strategies.
Promote best practices that enhance listening effectiveness, reduce survey fatigue, and improve the overall employee experience.
Lead the development of employee surveys and listening instruments, ensuring measures are reliable, actionable, and aligned with business objectives.
Design survey content, scales, open-ended questions, and research frameworks that effectively capture employee perceptions and experiences.
Partner with stakeholders to evaluate emerging organizational needs and translate them into meaningful listening strategies and measurement approaches.
Support qualitative listening efforts including focus groups, interviews, crowdsourcing, and other research activities that complement survey findings.
Continuously assess and enhance listening methodologies to ensure relevance, validity, and impact.
Analyze quantitative and qualitative employee feedback data to identify trends, opportunities, risks, and key drivers of employee outcomes.
Integrate survey data with other workforce and business data sources to provide a more holistic view of the employee experience.
Develop meaningful narratives and recommendations that help leaders understand employee sentiment and prioritize actions.
Demonstrated experience leveraging AI-enabled analytics tools, prompt engineering techniques, and large language models (LLMs) to accelerate data exploration, insight generation, research synthesis, and workflow efficiency.
Advanced proficiency in one or more statistical programming languages and analytics platforms (e.g., SAS, R, Python, SQL), with experience applying these tools to data preparation, statistical modeling, predictive analytics, and data visualization.
Partner with data science teams to enhance analytical capabilities and measurement approaches.
Present findings, recommendations, and strategic insights to senior leaders, HR leadership teams, and executive stakeholders.
Translate complex research and analytical findings into clear, compelling, and actionable business narratives.
Facilitate discussions with leaders to interpret results, identify priorities, and develop action plans.
Support executive communications and leadership presentations related to employee feedback and organizational health.
Partner with our Activation team to provide recommendations on taking action based on feedback and data-insights.
Build strong relationships across the organization and establish credibility as a trusted advisor on employee listening and workforce insights.
Stay current on leading practices in employee listening, organizational research, people analytics, and employee experience measurement.
Identify opportunities to enhance listening methodologies, reporting approaches, and insight delivery.
Contribute to the evolution of the organization's listening strategy, helping advance listening maturity and analytical capabilities.
Support the development of new approaches that strengthen the connection between employee feedback, business outcomes, and organizational decision-making.