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.

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.

• 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)

• 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

• 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…