Associate Director, Talent Analytics & Assessment Science

At Lilly, the work is demanding because patients are waiting. We unite caring with discovery to help make life better for people around the world, knowing that every decision, every detail, and every day matters. Headquartered in Indianapolis, Indiana, our over 50,000 employees around the globe take on complex challenges to discover and deliver life-changing medicines, strengthen how health is understood and managed, and support the communities we serve. This is hard, urgent, selfless work—but it’s work worth doing. If you’re driven by purpose and ready to bring your best to work that truly matters for patients, we invite you to join us.
Position Overview
This role brings scientific rigor to how Lilly listens to its workforce, assesses talent, and makes data-informed people decisions. It is a three-part role: own the enterprise employee listening strategy; lead the science behind Lilly’s assessment approaches across talent management; and apply focused analytics — impact, evaluation, and fairness — that turn listening and assessment data into action. The role partners closely with people analytics, HR business partners, centers of excellence, global talent acquisition, learning & development/organization effectiveness, and enterprise leadership, operating as a hands-on expert within the talent analytics space.
Responsibilities
Employee Listening Strategy
Own and evolve Lilly’s enterprise employee listening strategy, including Pulse, Leadership Compass, lifecycle, and ad hoc surveys
Define new methodologies for listening leveraging AI and other data insights
Define survey architecture and question design in partnership with survey methodology and HR stakeholders
Connect listening outputs to enterprise frameworks (e.g. Team Lilly) and translate results into suggested actions and leadership narratives
Set standards for anonymity, suppression thresholds, and ethical use of employee voice data
Identify gaps in listening coverage and recommend new channels or methods (always-on, lifecycle, focus groups)
Assessment Science (Talent Acquisition & Development)
Collaborate with Talent leaders to shape and steward the assessment strategy across the talent lifecycle, spanning selection and development
On the selection side: guide design, validation, and implementation of hiring assessments; conduct job analyses; and ensure legal and professional defensibility
On the development side: provide consultation on 360-degree feedback, and leadership and high-potential assessment approaches that inform development, succession, and enterprise capability building
Lead validation and adverse-impact analyses for assessment and selection tools — including sampling plans, criterion- and content-validation studies, and disparate-impact testing — ensuring instruments are scientifically sound, legally defensible, and compliant with professional and regulatory standards
Analytics, Evaluation & Responsible Use
Conduct impact analysis connecting listening, assessment, and talent management program data to workforce outcomes (including but not limited to retention, engagement, performance, quality-of-hire)
Collaborate with talent management leaders on talent analytics projects
Build team and organizational effectiveness diagnostics
Design and execute program evaluations to measure whether HR interventions and listening-driven actions achieved intended results
Apply survey analytics methods — composite scoring, favorability trends, driver analysis, segmentation — to employee listening data
Partner with people analytics on bias and fairness reviews of AI/ML-enabled people analytics outputs and act on findings
Serve as the function’s lead for workforce and talent insight storytelling — translating complex, multi-source analyses into clear, narrative-led recommendations and executive-ready visualizations for senior leaders
Partner with HR business partners to develop ready-to-use Pulse and Leadership Compass analytics for their business areas
Partner with the broader people analytics team on methodology, while retaining ownership of listening, assessment, and evaluation-specific analysis rather than broad predictive-modeling work
Lead change management efforts for new listening and analytics capabilities
Basic Qualifications
Master's degree in industrial-organizational psychology, organizational behavior, or a closely related field.
5+ years experience in psychometrics, assessment/selection science, and validation methodology, including experience independently owning and defending a validation study and an adverse-impact analysis, regardless of degree.
Experience owning or leading an enterprise employee listening or survey program.
Working knowledge of statistics and analytics methods sufficient to perform impact analysis, program evaluation, and survey analytics independently
Qualified applicants must be authorized to work in the United States on a full-time basis. Lilly will not provide support for or sponsor work authorization or visas for this role, including but not limited to F-1 CPT, F-1 OPT, F-1 STEM OPT, J-1, H-1B, TN, O-1, E-3, H-1B1, or L-1.
Additional Skills / Preferences
Demonstrated business acumen, including focus on business impact, working to accelerated timelines, and making defensible recommendations from real world data
Strong stakeholder-management, influence, and communication skills, including experience presenting to HR and business leadership
Ability to operate as a connector across strategy, analytics, and technical teams without direct authority over all of them
Experience applying AI in HR-related work, effectively using in appropriate circumstances and avoiding when not suitable
Experience evaluating AI/ML outputs for bias, fairness, or reliability concerns
Experience building AI enabled analytics products
Experience with survey platforms and analytics tooling (Power BI, Qualtrics, or equivalent)
Experience partnering across talent management and HR in a large, complex organization
Other Information:
While remote candidates will be considered, there is a strong preference for this role to be based in Indianapolis, Indiana with onsite expectations at least 3 days per week.
US working hours are required, with flexibility to adjust schedule as needed to collaborate with global colleagues.
Up to 10% business travel
Lilly is dedicated to helping individuals with disabilities to actively engage in the workforce, ensuring equal opportunities when vying for positions. If you require accommodation to submit a resume for a position at Lilly, please complete the accommodation request form (https://careers.lilly.com/us/en/workplace-accommodation) for further assistance. Please note this is for individuals to request an accommodation as part of the application process and any other correspondence will not receive a response.
Lilly is proud to be an EEO Employer and does not discriminate on the basis of age, race, color, religion, gender identity, sex, gender expression, sexual orientation, genetic information, ancestry, national origin, protected veteran status, disability, or any other legally protected status.
Our employee resource groups (ERGs) offer strong support networks for their members and are open to all employees. Our current groups include: Africa, Middle East, Central Asia (AMECA), Black Employees at Lilly (BE@Lilly), Chinese Culture Network (CCN), EnAble, Evolve, Lilly Indian Network (LIN), Organization of Latinx at Lilly (OLA), Pride (LGBTQ+ Allies), Veterans Leadership Network (VLN) and Women’s Initiative for Leading at Lilly (WILL).
Actual compensation will depend on a candidate’s education, experience, skills, and geographic location. The anticipated wage for this position is
$132,000 - $193,600
Full-time equivalent employees also will be eligible for a company bonus (depending, in part, on company and individual performance). In addition, Lilly offers a comprehensive benefit program to eligible employees, including eligibility to participate in a company-sponsored 401(k); pension; vacation benefits; eligibility for medical, dental, vision and prescription drug benefits; flexible benefits (e.g., healthcare and/or dependent day care flexible spending accounts); life insurance and death benefits; certain time off and leave of absence benefits; and well-being benefits (e.g., employee assistance program, fitness benefits, and employee clubs and activities).Lilly reserves the right to amend, modify, or terminate its compensation and benefit programs in its sole discretion and Lilly’s compensation practices and guidelines will apply regarding the details of any promotion or transfer of Lilly employees