A central part of your remit will be leading the design, delivery and evolution of Airwaves, our colleague survey and listening approach. You'll ensure listening generates faster, deeper and more actionable insight than a traditional engagement survey cycle. By integrating colleague feedback with wider people and business data, you'll create a coherent narrative that identifies what matters most and supports clear priorities, visible action and measurable outcomes.

This is not a purely technical role. You'll combine expertise in data and listening with commercial judgement and strong stakeholder leadership. You'll help leaders ask the right questions, build their confidence in interpreting insight and ensure data is actively used to shape decisions, rather than simply reported.

Your key accountabilities will include;

• Defining and delivering a clear people data, analytics and listening strategy aligned with business priorities.
• Owning and evolving the Airwaves survey and wider colleague listening approach, from design and delivery through to insight, action planning and measurement.
• Connecting listening data with workforce, talent, performance and business measures to provide a joined-up view of colleague experience and organisational performance.
• Translating survey results and people data into clear business priorities, actionable recommendations and visible follow through.
• Providing forward-looking insight that helps leaders identify workforce risks, trends and opportunities.
• Owning the end-to-end people data lifecycle, including quality, governance, controls, reporting and analytics.
• Ensuring business critical, statutory and regulatory reporting is accurate, timely, secure and trusted.
• Establishing clear measures, KPIs and insight frameworks that track performance and outcomes.
• Building simple, scalable and increasingly self-service reporting capability.
• Developing the capability of leaders, managers and People teams to understand and act on data and colleague feedback.
• Using external benchmarks, market trends and emerging developments in people analytics, AI and workforce insight to keep our approach relevant and competitive.
• Partnering with central data and IT teams to align systems, standards, governance and enterprise decision making.

WHAT WE'RE LOOKING FOR

• Significant experience leading a people analytics, data or insight function at enterprise scale.
• Essential experience owning or leading a colleague listening or engagement survey programme in a large, complex organisation.
• A strong understanding of listening strategy and survey design, including how to turn colleague feedback into actionable insight, organisational priorities and measurable change.
• Experience integrating engagement or listening data with wider people, workforce and business measures to create a coherent, commercially relevant narrative.
• A track record of ensuring survey insight leads to clear ownership, visible action and meaningful follow through.
• Strong experience building reporting, measurement frameworks and KPIs that support business performance.
• Proven ability to translate complex data and feedback into clear, compelling and actionable insight.
• Experience owning data governance, reporting standards, controls and data quality improvement.
• Strong knowledge of HR data, processes and metrics, with the ability to simplify complexity.
• The credibility and influencing skills to challenge and guide senior leaders.
• Experience developing leaders, managers and People team's capability to interpret data and act on insight.
• The ability to lead and develop high-performing teams, creating a culture of curiosity, quality and continuous improvement.
• Commercial judgement, with a clear understanding of the relationship between people experience, engagement and business outcomes.
• Resilience, adaptability and the ability to operate effectively in a fast-changing environment.
• Experience of enterprise or federated data models, analytics tools, BI platforms, HR systems such as Workday, or advanced analytics and AI would be valuable.

WHAT YOU'LL GET IN RETURN

• Up to 30% maximum bonus.
• PMI.
• 7% pension contributions.
• Excellent staff travel benefits.
• 25 days of annual leave + bank holidays.
• Annual credit towards an easyJet holiday.
• Various flexible benefits and extras.

PRACTICALITIES

This full-time role will be based in Luton and will be 40 hours per week. We support hybrid working and we spend 60% of our time per month in the office.

REASONABLE ADJUSTMENTS

At easyJet, we are dedicated to fostering an inclusive workplace that reflects the diverse customers we serve across Europe. We welcome candidates from all backgrounds. If you require specific adjustments or support during the application or recruitment process, such as extra time for assessments or accessible interview locations, please contact us at ma.recruitment@easyjet.com. We are committed to providing reasonable adjustments throughout the recruitment process to ensure accessibility and accommodation.

#LI-NR1 #LI-Hybrid