Associate Director, Talent Analytics & Assessment Science

About the role

This role brings scientific rigor to how Lilly listens to its workforce, assesses talent, and makes data-informed people decisions. It is a three-part role: own the enterprise employee listening strategy; lead the science behind Lilly’s assessment approaches across talent management; and apply focused analytics — impact, evaluation, and fairness — that turn listening and assessment data into action. The role partners closely with people analytics, HR business partners, centers of excellence, global talent acquisition, learning & development/organization effectiveness, and enterprise leadership, operating as a hands-on expert within the talent analytics space.

Responsibilities

• Own and evolve Lilly’s enterprise employee listening strategy, including Pulse, Leadership Compass, lifecycle, and ad hoc surveys
• Define new methodologies for listening leveraging AI and other data insights
• Define survey architecture and question design in partnership with survey methodology and HR stakeholders
• Connect listening outputs to enterprise frameworks (e.g. Team Lilly) and translate results into suggested actions and leadership narratives
• Set standards for anonymity, suppression thresholds, and ethical use of employee voice data
• Identify gaps in listening coverage and recommend new channels or methods (always-on, lifecycle, focus groups)
• Collaborate with Talent leaders to shape and steward the assessment strategy across the talent lifecycle, spanning selection and development
• On the selection side: guide design, validation, and implementation of hiring assessments; conduct job analyses; and ensure legal and professional defensibility
• On the development side: provide consultation on 360-degree feedback, and leadership and high-potential assessment approaches that inform development, succession, and enterprise capability building
• Lead validation and adverse-impact analyses for assessment and selection tools — including sampling plans, criterion- and content-validation studies, and disparate-impact testing — ensuring instruments are scientifically sound, legally defensible, and compliant with professional and regulatory standards
• Conduct impact analysis connecting listening, assessment, and talent management program data to workforce outcomes (including but not limited to retention, engagement, performance, quality-of-hire)
• Collaborate with talent management leaders on talent analytics projects
• Build team and organizational effectiveness diagnostics
• Design and execute program evaluations to measure whether HR interventions and listening-driven actions achieved intended results
• Apply survey analytics methods — composite scoring, favorability trends, driver analysis, segmentation — to employee listening data
• Partner with people analytics on bias and fairness reviews of AI/ML-enabled people analytics outputs and act on findings
• Serve as the function’s lead for workforce and talent insight storytelling — translating complex, multi-source analyses into clear, narrative-led recommendations and executive-ready visualizations for senior leaders
• Partner with HR business partners to develop ready-to-use Pulse and Leadership Compass analytics for their business areas
• Partner with the broader people analytics team on methodology, while retaining ownership of listening, assessment, and evaluation-specific analysis rather than broad predictive-modeling work
• Lead change management efforts for new listening and analytics capabilities

Requirements

• Master's degree in industrial-organizational psychology, organizational behavior, or a closely related field.
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