Moody's Corporation
Lead Data Analyst - Employee Experience
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Lead Data Analyst - Employee Experience
Employee Experience Analyst - Data and Insights
At Moody’s
About Moody’s
At Moody’s, we unite the brightest minds to turn today’s risks into tomorrow’s opportunities. Our culture is built on inclusivity, innovation, and trust. We empower our teams to explore new ways of thinking—creating an environment where diverse perspectives break down complexity and drive meaningful action.
Moody’s is a global leader in ratings and integrated risk assessment, combining expertise in AI and analytics to help clients navigate uncertainty with clarity, speed, and confidence. By decoding risk, we unlock opportunities—enabling organisations to thrive in uncertainty.
This role is part of our mission to transform employee experience by blending data, storytelling, and strategic insight. You’ll help shape how Moody’s listens to employees, turning voice into actionable intelligence.
About the Role
We’re looking for a data-driven storyteller with a passion for employee engagement, analytics, and human-centric insights. Your work will ensure that employee feedback—not just numbers—shapes our people strategy, fostering a culture where every voice matters.
You’ll identify trends, bridge administrative silos, and build trusted analytics frameworks—helping Moody’s continue to evolve in ways that align with employee needs and global business goals.
Key Responsibilities
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Strategy & DataImplementation
- Support the execution of Moody’s modernised employee listening strategy, including exploring new data sources (survey data, engagement platforms, recognition tools) to build a comprehensive employee journey view.
- Work with senior stakeholders to scope and implement data initiatives that reflect evolving employee voices.
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Insights Unlock
- Analyse complex datasets (e.g., engagement surveys, focus group feedback, real-time recognition data) to uncover drivers, patterns, and hidden opportunities across the employee experience.
- Synthesise insights from diverse sources (structured + unstructured data) and distil findings into actionable recommendations for leadership.
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Visualisation & Storytelling
- Design, build, and maintain Power BI dashboards and Excel models that adapt to senior stakeholders’ needs, ensuring key metrics are presented clearly and compellingly.
- Develop engaging narratives and data-driven PowerPoint presentations that translate findings into strategic direction and policy change for executive teams.
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Cross-Functional Collaboration
- Partner with People Analytics, HR, Digital People Systems, and vendors to identify data gaps and pilot new tools (including AI/ML applications) to strengthen employee listening.
- Coordinate with cross-functional teams (e.g., Employee Experience, Global Workforce Strategy) to align on data priorities and execution roadmaps.
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Process Optimisation
- Work with leadership to improve voice streams, from survey design to survey-to-action workflows.
- Investigate emerging trends using statistical methods and data storytelling techniques to recommend forward-thinking employee experience initiatives.
Key Skills & Competencies
Required
- 5+ years of relevant experience in employee listening, data analytics, HR metrics, or consulting—proven ability to extract actionable insights that influence decisions.
- Advanced Excel mastery (pivot tables, macros, statistical functions) to handle and manipulate complex datasets.
- Strong expertise in building Power BI dashboards and data visualisations that inspire confidence in senior leadership.
- Exceptional ability to synthesise disparate data sources, identify patterns, and communicate findings clearly in narratives.
- Proficient in employee listening methodologies, such as Viva Glint or Qualtrics, with familiarity in positive psychology frameworks and recognition analytics.
- Working knowledge of Al/ML tools (a plus); initiative to pilot new predictive analytics is welcomed.
Soft Skills
- Unyielding curiosity and open-mindedness to diverse voices, ensuring every employee feels heard.
- Strong stakeholder influence skills, bridging HR, analytics, IT, and vendor teams.
- Strong project management instinct—you manage cross-functional dynamics without going off-track.
- Storytelling knack—your work doesn’t just report; it motivates leadership to act differently.
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Education
- Bachelor’s degree or higher in HR, data science, statistics, organisational psychology, analytics, or a related field.
About the Team
The Employee Experience function drives.forward Moodys’ talent strategy—empowering our global workforce to thrive beyond expectations. You’ll report to Head of Employee Experience within Moody’s Talent and Learning group, collaborating tightly with People Analytics, Digital People Systems, and DEI (Diversity, Equity, and Inclusion) teams.
This intersection of data, people, and strategy means your insights will directly redefine employee onboarding, engagement, recognition, and psychological safety at scale.
Why Moody’s?
- Culture of Inclusion Disruption: Moody’s doesn’t tolerate microaggressions; we actively build environments where employees—regardless of background—can be their authentic selves.
- Data Danger Zones (Casual Talent Talks): Our internal dialogue thrives on candid conversations; think embedded case discussions on risk—and employee risk assurance.
- Blend of Futurism & Impact: From global retail banking to energy transition, your role extends the meaning of HR beyond admin.
- Fit-for-purpose wellbeing: From funding global health initiatives to providing scientific frameworks for mental health, we remove bureaucracy and risk tangibly from employee care.
Diversity, Equity & Belonging
Moody’s is an equal opportunity employer. We celebrate neurodiversity, cultural exchange, and lead with three principles:
"We build with courage. We adapt with rigor. We invest in each other."
Compensation offers, and qualification for open roles are considered without regard to race, colour, se sal orientation, gender identity, disability status, veteran status (or any other characteristic protected by law). A willingness to deepen your career while aligning expertise with policy isn’t contingent on past experience—your fit to greatness is enough.
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