AVP-Employee Listening (Engagement Survey & Continuous Listening)

At Moody's, we unite the brightest minds to turn today's risks into tomorrow's opportunities. We do this by striving to create an inclusive environment where everyone feels welcome to be who they are-with the freedom to exchange ideas, think innovatively, and listen to each other and customers in meaningful ways. Moody's is transforming how the world sees risk. As a global leader in ratings and integrated risk assessment, we're advancing AI to move from insight to action-enabling intelligence that not only understands complexity but responds to it. We decode risk to unlock opportunity, helping our clients navigate uncertainty with clarity, speed, and confidence.

If you are excited about this opportunity but do not meet every single requirement, please apply! You still may be a great fit for this role or other open roles. We are seeking candidates who model our values: invest in every relationship, lead with curiosity, champion diverse perspectives, turn inputs into actions, and uphold trust through integrity.

The AVP, Employee Listening owns Moody's enterprise listening programs end to end, ensuring what we hear from employees translates into clear insight and meaningful action across a global organization.

• Owns the full Business Engagement Survey lifecycle, including planning, timelines, survey design, launch, communications, participation tracking, reporting, and close-out across all regions
• Manages the survey vendor relationship, holding the vendor accountable to timelines and service levels, and partners with Digital People Systems to ensure org hierarchy and employee data accuracy prior to launch
• Leads the annual Great Place to Work survey and certification process, using results alongside the Business Engagement Survey to externally benchmark Moody's and support employer brand efforts
• Analyzes survey results and distills them into a clear story; partners with People Analytics to connect engagement data with broader People and business metrics to explain what is driving outcomes
• Builds and maintains dashboards and self-serve reporting so leaders can explore their own results, moving the organization from static readouts toward insight on demand
• Prepares and presents findings to executive leadership, the People Leadership Team, and as needed, the Board and Operating Committee
• Designs and runs action planning with leaders and HR Business Partners, providing tools, coaching, and follow-through so feedback turns into visible change
• Develops Moody's multi-year employee listening strategy, moving toward more continuous, real-time, and actionable feedback through topic pulses, lifecycle surveys, focus groups, and observable data sources
• Leads an assessment of listening platforms in the market, defining requirements in partnership with Digital People Systems and Procurement to deliver a clear recommendation to leadership
• Partners with the VP, People Messaging to close the feedback loop with employees, showing what was heard and what changed, and to shape questions that test how key messages land
• Navigates legal, privacy, works council, and data protection reviews across jurisdictions, keeping listening programs compliant, confidential, and on schedule

For US-based roles only: the anticipated hiring base salary range for this position is $135,700.00 - $196,750.00, depending on factors such as experience, education, level, skills, and location. This range is based on a full-time position. In addition to base salary, this role is eligible for incentive compensation. Moody's also offers a competitive benefits package, including not but limited to medical, dental, vision, parental leave, paid time off, a 401(k) plan with employee and company contribution opportunities, life, disability, and accident insurance, a discounted employee stock purchase plan, and tuition reimbursement.

Moody's is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, sex, gender, age, religion or creed, national origin, ancestry, citizenship, marital or familial status, sexual orientation, gender identity, gender expression, genetic information, physical or mental disability, military or veteran status, or any other characteristic protected by law. Moody's also provides reasonable accommodation to qualified individuals with disabilities or based on a sincerely held religious belief in accordance with applicable laws. If you need to inquire about a reasonable accommodation, or need assistance with completing the application process, please email accommodations@moodys.com. This contact information is for accommodation requests only, and cannot be used to inquire about the status of applications

For San Francisco positions, qualified applicants with criminal histories will be considered for employment consistent with the requirements of the San Francisco Fair Chance Ordinance.

This position may be considered a promotional opportunity, pursuant to the Colorado Equal Pay for Equal Work Act.

Click here to view our full EEO policy statement. Click here for more information on your EEO rights under the law. Click here to view our Pay Transparency Nondiscrimination statement.

Candidates for Moody's Corporation may be asked to disclose securities holdings pursuant to Moody's Policy for Securities Trading and the requirements of the position. Employment is contingent upon compliance with the Policy, including remediation of positions in those holdings as necessary.

• 7+ years of experience in employee listening, engagement survey management, people analytics, or organizational research, including enterprise-wide programs in a large, global organization
• Proven track record running a large-scale engagement survey end to end, including vendor management, survey design, legal and privacy review, and executive reporting
• Strong analytical skills and survey methodology knowledge; hands-on with data and dashboard tools such as Power BI, with the ability to turn complex data into a clear and compelling story for executive and broad employee audiences
• Hands-on experience with leading employee listening platforms such as Glint, Peakon, Qualtrics, or Culture Amp; experience leading a platform selection or migration is a strong plus
• Exposure to continuous listening, pulse or lifecycle survey design, and qualitative methods such as focus groups, with a point of view on where employee listening is heading
• Experience integrating generative AI or text analytics into insight work, with sound judgment on quality, accuracy, and data sensitivity
• Confident presenter who can hold the room with senior leaders and make clear, actionable recommendations
• Demonstrated ability to build trusted relationships and lead through influence in a complex, matrixed, global organization
• Demonstrated proficiency in artificial intelligence concepts, with hands-on experience using AI tools to streamline workflows and enhance operational efficiency. Proven ability to implement AI-powered solutions to solve business challenges. Demonstrates a growing awareness of AI risk management and a commitment to responsible and ethical AI use.