Senior Manager, Employee Listening

The Opportunity Mondelēz International is transforming its People Analytics function from the ground up, building the data foundations, capabilities, and culture needed to make MDLZ a truly insight-driven organization. Employee listening is a critical pillar of that transformation. We are looking for a Sr. Manager, Employee Listening to own the vision, strategy, and execution of our employee listening program. This is not a caretaker role. We need a builder. Specifically, someone who can design a modern, multi-channel listening program, stand it up, and connect it to the broader People Analytics ecosystem so that employee voice translates into leadership action. You will sit at the intersection of program ownership and technical expertise: a leader who can run a world-class engagement program and partner with analysts to ensure listening data flows into dashboards, models, and decision frameworks that drive real outcomes.

Listening Strategy & Architecture Define and own the global employee listening strategy, including the vision, roadmap, governance, measurement framework, aligned to MDLZ's business and People priorities. Design a multi-channel listening architecture (e.g., annual/pulse surveys, lifecycle surveys, ad-hoc listening methods) that captures the full spectrum of employee experience. Evaluate, select, and manage listening platform(s) and vendor relationships; own the technology stack for survey design, deployment, and reporting. Program Execution & Operations Lead end-to-end execution of global engagement surveys, including the design, communications, launch, and on-time delivery across all markets and functions. Build scalable, repeatable processes and playbooks, so the program runs with operational discipline. Partner with People and Talent leads to drive participation, transparency, and trust in the listening process. Analytics, Insights & Action Translate listening data into clear, compelling insights, connecting engagement signals to workforce and business outcomes (e.g., retention, performance, productivity, safety). Build and maintain reporting products (e.g., dashboards, scorecards, executive summaries) that make results accessible and actionable for leaders at every level. Apply advanced analytical techniques (e.g., driver analysis, text/sentiment analytics, segmentation, predictive modelling) to surface root causes and emerging themes. Partner with People and Talent Leaders to design and facilitate post-survey action-planning processes that move the organization from data to decisions. Stakeholder Partnership & Influence Serve as the enterprise subject-matter expert on employee listening and engagement, advising senior HR and business leaders on what the data says, what it means, and what to do about it. Collaborate with Talent Management, DEI, Total Rewards, Learning & Development, and other Centers of Excellence to ensure listening insights inform their strategies. Building for the Future Build the employee listening function by defining the operating model, identifying capability gaps, and developing or recruiting the talent needed to scale. Stay at the forefront of the employee listening field, benchmarking against leading practices at peer companies, evaluating emerging technologies (AI-driven listening, passive signal integration, continuous feedback platforms), and bringing an external perspective into MDLZ. What You Bring 8+ years of progressive experience in employee listening, engagement, people analytics, or a closely related field (organizational psychology, survey research, HR strategy). Proven track record of building: you’ve stood up or significantly transformed an employee listening program, not just maintained one. Deep expertise in survey methodology: questionnaire design, sampling, benchmarking, confidentiality frameworks, multi-language/multi-cultural deployment, etc. Strong analytical capability: statistical analysis, driver modeling, text