Employee Listening Program Manager

Job Overview

​​This role is accountable for building and evolving a continuous employee listening program that captures employee voice across multiple channels and moments, integrates qualitative and quantitative signals, and translates insight into meaningful organizational action. 

​The role moves the organization beyond point in time engagement surveys toward an always on, multi-channel listening approach that strengthens employee experience, supports decision making, and reinforces trust by demonstrating clear follow through on feedback.​ 

Job Responsibilities

• ​​Design and manage a continuous employee listening strategy that supplements annual surveys with ongoing pulse, lifecycle, and qualitative approaches, establishing a cadence that balances insight needs with survey fatigue. 
• ​Define clear listening objectives aligned to workforce priorities and employee experience outcomes, focusing on actionable insights rather than standalone engagement scores. 
• ​Implement and maintain a mix of listening channels, including: 
  
  • ​Enterprise engagement surveys 
  • ​Pulse surveys to track sentiment over time 
  • ​Lifecycle listening at key moments (e.g., onboarding, exit) 
  • ​Open ended qualitative feedback and conversational listening 
• ​Ensure listening approaches capture both structured and unstructured employee input to provide richer insight into employee sentiment. 
• ​Integrate employee feedback data with other people and business signals to build a holistic understanding of the employee experience, analyzing trends and themes across all listening channels to uncover emerging risks, opportunities, and actionable areas. 
• ​Translate large volumes of qualitative feedback into clear, evidence-based insights, using rigorous analysis methods to provide leaders with meaningful recommendations for action. 
• ​Develop clear, decision-ready narratives and concise insight reports—including dashboards and summaries—that help leaders understand employee experiences, why they matter, and how they connect to engagement and organizational outcomes. 
• ​Present employee insights in ways that support leadership conversations, enable effective prioritization, and clearly link employee experience to business results. 
• ​Partner with leaders and HR partners to ensure listening insights lead to visible action and reinforce shared ownership for implementing changes, acknowledging that listening without response erodes trust. 
• ​Support a closed-loop feedback process where employees see how their input drives meaningful improvements. 
• ​Ensure employee listening practices uphold ethical data use, anonymity, privacy-by-design principles, and promote transparency in how employee data is collected, analyzed, and used. 
• ​Serve as a subject matter resource for responsible employee listening practices. 

Qualifications

• Eight or more years’ experience in relevant roles (e.g., employee listening, employee experience, workforce research). 
• ​Bachelor’s degree in HR, Organizational Psychology, Business Administration or related discipline. 
• ​Proven success in designing and delivering enterprise-wide continuous or multi-channel listening programs. 
• ​Demonstrated capability in facilitation, consultation, and coaching with a variety of audiences, including senior executives and front-line employees. 
• ​Strong analytical and problem-solving skills, with experience in data analysis and reporting. 
• ​Strong organizational skills, with the ability to lead multiple high-priority projects simultaneously. 
• ​Experience with engagement survey tools and HRIS modules preferred. 
• ​Advanced customer service orientation and ability to present ideas, plans, and solutions in a business-friendly context. 
• ​Experience and interest in collecting and leveraging analytics to measure performance of programs. 
• ​Experience in the insurance or financial services industry is considered an asset. 
• ​Bilingualism (French/English) an asset.​