Employee Experience & Analytics Specialist

We need to output HTML fragment with sections: About the role? The posting includes intro paragraph: "When you join the growing BILH team, you're not just taking a job, you’re making a difference in people’s lives. The Employee Experience & Analytics Specialist reports to the Executive Director, Organization Effectiveness & Engagement and supports employee-listening and experience initiatives across Beth Israel Lahey Health (BILH). The Specialist helps administer surveys and related platforms, analyzes employee feedback, and develops clear reports and resources that enable leaders and HR partners to take meaningful action. This individual-contributor role combines survey administration, workforce analytics, data visualization, project coordination, and employee-experience support. The Specialist works closely with Talent Development, HR Business Partners, HR Centers of Expertise, operational and clinical leaders, communications partners, technology teams, and external vendors." That's about the role. Then "Job Description Essential Duties & Responsibilities" list bullet points. Then "Education Minimum Qualifications:" etc. Then "Licensure, Certification & Registration None required." (skip). Then "Experience Minimum of three years..." etc. Then "Skills, Knowledge & Abilities" list. Then "Preferred Qualifications & Skills" list. Then "Dept/Unit Specific Skills". Then "Pay Range $85,000.00 USD - $105,000.00 USD". Then other paragraphs about vaccination etc which are boilerplate (EEO, etc) we should remove. Also remove "Job ID / requisition numbers" none present. Remove "Equal Opportunity Employer/Veterans/Disabled". Also remove "As a health care organization..." etc. Also remove "More than 35,000 people..." etc. Also remove "Beth Israel Lahey Health requires that all staff be vaccinated against influenza (flu) as a condition of employment." That's maybe not boilerplate? It's a requirement but could be considered part of job? It's a condition of employment; but it's not a standard section like Benefits etc. The instruction: Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. Vaccination requirement might be considered a condition but not EEO; it's a specific requirement. However it's not listed as a section like Benefits, Pay, Schedule. Should we include it? The instruction: "Prefer a few substantive sections over many thin ones." We could include a "Requirements" section maybe? But we have Education, Experience, Skills, Preferred Qualifications, Dept/Unit Specific Skills, Pay Range. The vaccination requirement could be placed under "Requirements" but we don't have a generic Requirements heading; we have Education, Experience, Skills, etc. Could add a short paragraph under "Requirements" but not required. The instruction says include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text. So we can include a paragraph under maybe "Requirements" if we want, but we don't have a heading for Requirements in the list of allowed headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. So we could use "Requirements" heading for education/experience/skills combined? But we already have separate headings for Education, Experience, Skills, Preferred Qualifications, Dept/Unit Specific Skills. The allowed headings include Requirements and Qualifications. We could combine Education+Experience under "Requirements" and Skills under "Skills". But we also have Preferred Qualifications & Skills and Dept/Unit Specific Skills. Might be better to follow the posting's own headings: Education, Experience, Skills, Knowledge & Abilities, Preferred Qualifications & Skills, Dept/Unit Specific Skills, Pay Range. Those are not exactly the allowed headings but we can map: Education -> maybe under "Qualifications"? Experience -> maybe under "Requirements"? Skills -> under "Skills". Preferred Qualifications & Skills -> maybe under "Qualifications" as well? Dept/Unit Specific Skills -> maybe under "Skills"? However instruction: "Use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It says e.g., not exclusive list; we can use those headings. It doesn't forbid other headings, but suggests using those. Safer to stick to those headings. So we need to map content to those headings. We have About the role (intro). Responsibilities (duties). Requirements (education + experience). Qualifications (maybe preferred qualifications?). Skills (skills, knowledge & abilities, dept/unit specific skills). Pay (pay range). Benefits? Not present. Schedule? Not present. So we will output sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Pay. We must not include empty sections. Ensure we preserve all substantive information. Let's extract content. About the role: The introductory paragraph(s) before "Job Description Essential Duties & Responsibilities". That includes: "When you join the growing BILH team, you're not just taking a job, you’re making a difference in people’s lives. The Employee Experience & Analytics Specialist reports to the Executive Director, Organization Effectiveness & Engagement and supports employee-listening and experience initiatives across Beth Israel Lahey Health (BILH). The Specialist helps administer surveys and related platforms, analyzes employee feedback, and develops clear reports and resources that enable leaders and HR partners to take meaningful action. This individual-contributor role combines survey administration, workforce analytics, data visualization, project coordination, and employee-experience support. The Specialist works closely with Talent Development, HR Business Partners, HR Centers of Expertise, operational and clinical leaders, communications partners, technology teams, and external vendors." We'll put that in

. Responsibilities: The bullet list under "Job Description Essential Duties & Responsibilities". Let's capture each bullet: - Support the design, administration, and evaluation of employee-listening and experience initiatives aligned with BILH priorities and WE CARE values. - Configure and deploy engagement, pulse, onboarding, exit, lifecycle, and targeted surveys; coordinate schedules, testing, communications, and follow-up activities. - Maintain listening platforms, dashboards, reporting hierarchies, demographic files, user access, survey templates, and other program resources. - Validate data, survey logic, reporting structures, and multilingual content to support accurate, timely, and high-quality results. - Apply sound survey and research practices to questionnaire design, administration, benchmarking, analysis, and interpretation of quantitative and qualitative feedback. - Analyze employee-listening and workforce data to identify key drivers, trends, experience gaps, workforce segments, strengths, and emerging concerns. - Create dashboards, presentations, summaries, and data narratives that make findings clear and actionable for technical and nontechnical audiences. - Support leaders and HR partners in interpreting results, identifying priorities, and developing focused, measurable action plans. - Develop action-planning resources, leader tools, communications, job aids, and reinforcement materials in partnership with Talent Development and Communications. - Maintain confidentiality, anonymity, data security, and appropriate access to sensitive employee information in accordance with established standards. - Coordinate project plans, milestones, risks, stakeholder input, quality checks, vendor deliverables, and status updates for assigned initiatives. - Support employee-lifecycle research and experience-design activities that identify friction and improvement opportunities at key employee touchpoints. - Track participation, action-planning progress, leader follow-through, employee-experience outcomes, and other measures; recommend improvements based on the data. We'll put each as

inside

. Requirements: Education Minimum Qualifications + Experience Minimum. Education: "Bachelor's degree in Human Resources, People Analytics, Organizational Development, Business, Social Science, Research, Data Analytics, or a related field required; equivalent education and directly relevant experience may be considered." Experience: "Minimum of three years of experience in employee listening, employee experience, people or workforce analytics, HR analytics, organizational development, research, or a related field. Experience supporting surveys, analytics, reporting, or employee-experience projects in a complex organization required." We can combine into a

or maybe separate paragraphs. Use

for prose. Qualifications: Preferred Qualifications & Skills (maybe also Licensure etc but none). Preferred Qualifications & Skills list: - Experience in a complex, multi-entity healthcare system, academic medical center, or similarly complex organization. - Experience with enterprise listening platforms such as Glint, Press Ganey, Qualtrics, or comparable tools. - Experience with Workday or another enterprise HRIS and with integrating survey and workforce data. - Applied statistical, text-analytics, or open-comment analysis experience using SPSS, Python, R, or comparable tools. - Experience supporting employee-experience, action-planning, or lifecycle-listening programs. We'll put as

. Skills: Skills, Knowledge & Abilities list plus Dept/Unit Specific Skills. Skills, Knowledge & Abilities: - Hands-on experience supporting survey deployment, configuration, testing, reporting, dashboards, user access, and data-quality review. - Knowledge of survey design, quantitative and qualitative analysis, data interpretation, confidentiality practices, and responsible handling of sensitive information. - Proficiency with Excel and experience using data-visualization or reporting tools such as Power BI, Tableau, or comparable solutions. - Ability to translate data into clear insights, visualizations, presentations, and practical recommendations for varied audiences. - Strong project coordination, organization, quality-control, problem-solving, communication, and attention-to-detail skills. - Ability to manage multiple priorities, build collaborative relationships, and maintain a service-oriented and employee-centered approach. Dept/Unit Specific Skills: - Ability to protect confidential employee information and work accurately across clinical, operational, and corporate settings with varied data structures, audiences, and timelines. We can combine both under Skills heading as a single
with all items. Pay: Pay Range $85,000.00 USD - $105,000.00 USD. Also the explanatory sentence about pay range: "The pay range listed for this position is the annual base salary range the organization reasonably and in good faith expects to pay for this position at this time. Actual compensation is determined based on several factors, that may include seniority, education, training, relevant experience, relevant certifications, geography of work location, job responsibilities, or other applicable factors permissible by law." That's substantive; we should include it. So under Pay heading we can have a

with the range and then maybe another

with the explanation. Or combine. We must not include boilerplate like vaccination requirement, EEO, etc. So we will omit those paragraphs. Now produce HTML fragment:

About the role

When you join the growing BILH team, you're not just taking a job, you’re making a difference in people’s lives. The Employee Experience & Analytics Specialist reports to the Executive Director, Organization Effectiveness & Engagement and supports employee-listening and experience initiatives across Beth Israel Lahey Health (BILH). The Specialist helps administer surveys and related platforms, analyzes employee feedback, and develops clear reports and resources that enable leaders and HR partners to take meaningful action. This individual-contributor role combines survey administration, workforce analytics, data visualization, project coordination, and employee-experience support. The Specialist works closely with Talent Development, HR Business Partners, HR Centers of Expertise, operational and clinical leaders, communications partners, technology teams, and external vendors.

Responsibilities

• Support the design, administration, and evaluation of employee-listening and experience initiatives aligned with BILH priorities and WE CARE values.
• Configure and deploy engagement, pulse, onboarding, exit, lifecycle, and targeted surveys; coordinate schedules, testing, communications, and follow-up activities.
• Maintain listening platforms, dashboards, reporting hierarchies, demographic files, user access, survey templates, and other program resources.
• Validate data, survey logic, reporting structures, and multilingual content to support accurate, timely, and high-quality results.
• Apply sound survey and research practices to questionnaire design, administration, benchmarking, analysis, and interpretation of quantitative and qualitative feedback.
• Analyze employee-listening and workforce data to identify key drivers, trends