Head of People Data, Insight and Analytics

Head of People Data, Insight and Analytics We are easyJet - a FTSE listed, £multi-billion low-cost airline that serves tens of millions of customers every single year. If you're reading this, you have probably already been an easyJet customer, and you'll know that there is no more iconic (or Orange!) travel brand in Europe. We fly more than 1,207 routes, connecting 38 countries across Europe, and employ more than 18,000 colleagues. We're on a mission to make low-cost travel easy - and whatever your role here, you'll connect millions of people to what they love using Europe's best airline network, great value fares, and friendly service. What makes us easyJet? Our Promise Behaviours - we are Safe, Bold, Welcoming and Challenging. Four Behaviours. One Spirit. One easyJet. READ ON IF YOU > Have significant experience leading people analytics, insight or people data teams, alongside ownership of colleague listening or engagement survey programmes. > Know how to connect listening data with wider people and business metrics to create a clear, joined up view of the workforce and drive meaningful action. > Can influence senior leaders through compelling insight, robust measurement frameworks and data led storytelling. > Be in our fantastic Luton head office 3 x per week. THE TEAM The People Experience team is focused on creating an outstanding colleague experience across easyJet. As a key member of the People Experience Leadership Team, you'll work closely with People teams, business leaders and our central data functions to make trusted people insight and colleague listening central to business decision making. You'll lead our people analytics, reporting, data governance and colleague listening capability, including Airwaves, our colleague survey and listening approach. You'll help the business understand what colleagues are experiencing, identify workforce trends and turn insight into action to improve performance, engagement and culture. THE ROLE At easyJet, we operate more than 2,000 flights every day during peak summer, generating insight across every part of our operation. This role is about ensuring people data and the colleague voice have a seat at the table alongside commercial and operational metrics. You'll shape and deliver our people data and analytics strategy, ensuring leaders have access to trusted, forward looking insight that helps them understand workforce trends, anticipate risks and make better d

ecisions. You'll own and evolve the end-to-end people data ecosystem, bringing together data integrity, governance, reporting, analytics and colleague listening into a clear, simple and commercially relevant view of our workforce. A central part of your remit will be leading the design, delivery and evolution of Airwaves, our colleague survey and listening approach. You'll ensure listening generates faster, deeper and more actionable insight than a traditional engagement survey cycle. By integrating colleague feedback with wider people and business data, you'll create a coherent narrative that identifies what matters most and supports clear priorities, visible action and measurable outcomes. This is not a purely technical role. You'll combine expertise in data and listening with commercial judgement and strong stakeholder leadership. You'll help leaders ask the right questions, build their confidence in interpreting insight and ensure data is actively used to shape decisions, rather than simply reported. Your key accountabilities will include; > Defining and delivering a clear people data, analytics and listening strategy aligned with business priorities. > Owning and evolving the Airwaves survey and wider colleague listening approach, from design and delivery through to insight, action planning and measurement. > Connecting listening data with workforce, talent, performance and business measures to provide a joined up view of colleague experience and organisational performance. > Translating survey results and people data into clear business priorities, actionable recommendations and visible follow through. > Providing forward looking insight that helps leaders identify workforce risks, trends and opportunities. > Owning the end to end people data lifecycle, including quality, governance, controls, reporting and analytics. > Ensuring business critical, statutory and regulatory reporting is accurate, timely, secure and trusted. > Establishing clear measures, KPIs and insight frameworks that track performance and outcomes. > Building simple, scalable and increasingly self service reporting capability. > Developing the capability of leaders, managers and People teams to understand and act on data and colleague feedback. > Using external benchmarks, market trends and emerging developments in people analytics, AI and workforce insight to keep our approach relevant and competitive. > Partnering with centra

l data and IT teams to align systems, standards, governance and enterprise decision making. ','