Director, Organizational Insights Head - Businesses & Employee Listening

Director, Organizational Insights Head - Businesses & Employee Listening

Working at Citi is far more than just a job. A career with us means joining a team of more than 230,000 dedicated people from around the globe. At Citi, you'll have the opportunity to grow your career, give back to your community and make a real impact.

Job Overview

In the People Insights & Organizational Effectiveness team at Citi, we solve business problems with workforce and business data. We use data and behavioral science to provide actionable insights and enable evidence-based decision making. Actionable insights lead to better decisions about people individuals, teams, and organizations to drive business performance.

The Director, Organizational Insights Head - Businesses & Employee Listening, serves as the senior leader responsible for defining and executing the people insights strategy across Citi's Banking, Client, Markets & Services businesses in close partnership with senior HR and business leadership. Additionally, this leader owns the Employee Listening capability, overseeing enterprise methodologies, governance, and insight-to-action frameworks that measure and improve employee experience, engagement, and organizational health.

Responsibilities

People Insights Leadership for Banking, Client, Markets and Services

Lead the development and execution of a people insights strategy focused specifically on Banking, Client, Markets and Services businesses, including human capital metrics, productivity indicators, leadership pipeline insights, attrition trends, employee sentiment insights, and organizational health analytics.

Serve as a trusted partner to senior HR and business leadership for Banking, Client, Markets and Services for all matters related to and supported by human capital data and insights. Understand business and client priorities and translate them into requirements for data science and engineering teams.

Deliver proactive and ad hoc insights that identify trends, risks, and opportunities related to hiring, performance, retention, engagement, sentiment, and business outcomes in complex, client-facing environments.

Ensure analytics deliver actionable insights tied to business strategy, operating models, workforce deployment, and growth objectives across Banking, Markets and Services.

Promote data literacy as well as responsible and ethical use of HR data across HR and business leadership populations.

Employee Listening Leadership

Own and oversee the enterprise Employee Listening strategy, including engagement surveys, pulse surveys, lifecycle listening, and targeted diagnostics.

Lead the development and deployment of enterprise methodologies and frameworks for measuring employee experience, engagement, and culture.

Establish governance, standards, and best practices for listening programs to ensure methodological rigor, scalability, and consistency while minimizing survey fatigue.

Drive insight-to-action processes by partnering with HR leaders and businesses to translate listening data into meaningful interventions, priorities, and measurable outcomes.

Monitor trends in employee sentiment and culture over time, identifying systemic risks, strengths, and opportunities that impact performance, retention, and transformation efforts.

Team Leadership & Capability Building

Lead, mentor, and grow a global team of people insights and employee listening professionals, establishing operating models, priorities, and standards.

Build enterprise capability through listening playbooks, toolkits, dashboards, and leader-facing materials that enable effective interpretation and action on results.

Foster a culture of analytical rigor, intellectual curiosity, strategic influence, and high-quality execution across insights and listening teams.

Collaborate closely with peer leaders to ensure alignment, shared standards, and an integrated enterprise view of workforce insights.

Qualifications

Bachelor's degree required; Master's degree in Organizational Psychology, Behavioral Science, Analytics, or a related field is preferred.

Extensive experience in analytics, insights, or business strategy within a large, complex global organization, ideally supporting client-facing or revenue-generating businesses.

Demonstrated ability to translate business and HR needs into appropriate analyses and to synthesize complex results into clear, actionable insights.

Proven track record of designing, leading, and evolving employee listening, engagement, or culture measurement programs at scale.

Deep knowledge of HR data, systems, and processes, with experience partnering closely with data engineering and data science teams to shape dashboards, models, and self-service insights.

Strong analytical and statistical acumen, including experience working with survey data, sentiment analysis, and trend analysis.

Effective collaborator within complex environments, with strong relationship-building and stakeholder management skills.

Demonstrated ability to integrate people insights and listening data into HR and business decision processes and deliver measurable impact.

Proven track record leading, coaching, and developing high-performing analytics or advisory teams.