Senior Level Customer Insights Analyst Jobs
Senior level customer insights analyst jobs place experienced professionals in charge of research strategy, analytical frameworks, and the cross-functional teams that translate consumer data into business decisions. Roles are concentrated in Technology & Software, Accounting & Auditing, and Manufacturing, with a strong mix of remote and hybrid positions, and employers like Ryder System, Riot Games, and Riot Games hiring at this level now.
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Showing 5 of 20+ Senior Level Customer Insights Analyst jobs
ANDERSEN CORPORATION SUMMARY:
At Andersen, we see possibility everywhere, every day and in everything we do. The possibility for our employees to achieve their full potential, for our communities to be stronger and for everyone to have a healthier, happier place to live.
Our portfolio of brands — Andersen Windows & Doors, Renewal by Andersen and Fenetres MQ — is crafted to serve customers across the new residential, home improvement and light commercial building sector.
Join our more than 13,000 employees who are inspired every day to deliver exceptional experiences that turn possibility into reality.
JOB DESCRIPTION:
SUMMARY
Drive organizational performance and employee experience by applying people science, workforce analytics, and business intelligence to identify workforce opportunities, evaluate talent strategies, and inform leadership decisions. Translate complex workforce data and research into actionable insights, partnering across HR, business, and technology teams to deliver trusted, evidence-based solutions that strengthen organizational effectiveness and measurable business results.
POSITION RESPONSIBILITIES:
- Lead organizational effectiveness and workforce research - 25%. Design and conduct studies that assess employee experience, engagement, inclusion, retention, performance, leadership effectiveness, team effectiveness, organizational health, and workforce outcomes; translate findings into practical recommendations that improve talent and business results.
- Lead employee listening data and measurement - 20%. Partner with the leader accountable for the overall employee listening strategy to support the design and analysis of surveys, assessments, and research plans; ensure measurement quality, confidentiality, ethical use of feedback, and clear interpretation of employee sentiment and workforce signals.
- Partner with strategy owners to establish and advance strategic workforce planning and talent science analyses - 20%. Analyze workforce supply and demand, capability needs, critical-role risks, succession readiness, leadership pipelines, internal mobility, organizational movement, and future-state scenarios to inform talent strategy and leader decisions. Provide analytical and people-science expertise without owning the overall strategic workforce planning strategy.
- Partner with program leaders to evaluate talent programs and organizational interventions - 15%. Assess learning, leadership development, onboarding, performance management, engagement, retention, change, and organizational effectiveness initiatives; identify impact, gaps, and evidence-based improvements while program leaders retain accountability for program strategy and decisions.
- Create visualized workforce insights and executive storytelling - 10%. Use analytics platforms to develop or shape workforce dashboards, metric architecture, visualizations, driver analyses, scorecards, and leader-ready insight narratives that help stakeholders prioritize action and monitor outcomes.
- Partner on governed people-data products and responsible analytics - 10%. Collaborate with reporting, data engineering, HRIS, security, and product teams to define analytical needs, validate data quality, strengthen workforce definitions, protect sensitive employee information, and scale reusable people analytics capabilities.
MINIMUM QUALIFICATION, SKILL AND/OR COMPETENCY REQUIREMENTS:
Education: Bachelor’s degree in Industrial-Organizational Psychology, Organizational Psychology, Applied Psychology, Organizational Development, Behavioral Science, Statistics, Human Resources, or related field, Master’s degree preferred; equivalent applied people-science and people-analytics experience may be considered.
Experience:
- 8+ years of progressive experience applying people analytics, industrial-organizational psychology, workforce research, organizational effectiveness, talent analytics, HR consulting, or related methods to workplace and business challenges.
- Demonstrated experience advising senior HR and business leaders using workforce insights, employee research, organizational diagnostics, and evidence-based recommendations tied to talent and business outcomes.
- Experience designing and interpreting employee listening measures, including surveys, assessments, organizational diagnostics, culture or engagement studies, and workforce research methods.
- Experience evaluating talent programs, leadership development, engagement initiatives, performance practices, retention strategies, change efforts, workforce planning activities, or organizational interventions.
People Science Expertise:
- Measurement quality, research ethics, confidentiality, statistical interpretation, practical significance judgment, organizational diagnostics, employee listening strategy, workforce research design, and engagement interpretation.
- Talent and workforce strategy expertise, including strategic workforce planning, capability planning, critical-role analysis, leadership pipelines, succession readiness, internal mobility, program evaluation, and action-planning consultation.
Business Intelligence & Analytics:
- Advanced visualization tools such as Power BI and Tableau or equivalent business intelligence experience, including workforce dashboard design, executive visualization, metric architecture, visual storytelling, and insight activation.
- Ability to translate survey, workforce, talent, and organizational data into scalable analytics products, leader-facing dashboards, workforce scorecards, and decision-support tools.
- Familiarity with workforce data models, semantic model partnership, SQL and/or Python, data governance, privacy, and responsible use of confidential employee information.
PAY RANGE:
$90,039.00 - $139,561.00CULTURE AND BENEFITS:
At Andersen, we believe our people are at the heart of everything we do. Every day, their talent, dedication and passion enables us to be the most trusted window & door company. To support our employees, we provide a comprehensive Total Rewards Package – a thoughtful combination of pay and benefits that reflects our commitment to investing in each team member’s wellbeing and success. While specific benefits may vary by position or location, we’re proud to offer a comprehensive Total Rewards Package designed to support your well‑being, growth, and future. Our benefits include:
- 401 (k) Plan, Employer Fixed Contributions & Company Matching
- Profit Sharing*
- Medical, Dental and Vision Coverage*
- Flexible Spending Accounts (FSAs)*, Health Savings Account (HSA) and Health Reimbursement Account (HRA)
- Life Insurance
- Paid Time Off & Paid Holidays
- Paid Maternity Leave & Paid Parental Leave* Career Growth Planning & Nationwide Career Opportunities
- For employees covered by a collective bargaining agreement, some benefits may differ or may not be available based on the terms of the agreement.
PROFIT SHARING: In 2026 Andersen has set a profit-sharing target of $3,600 per eligible employee, prorated as appropriate. Profit Sharing will be paid out in quarterly installments to provide eligible employees with payments throughout the year, with payment amounts tied to quarterly operating profit performance.
EEOC EMPLOYER: Andersen is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, age, disability, marital status, national origin, citizenship, genetic information, protected veteran status, or any other characteristic protected by law. Andersen Corporation will consider for employment qualified applicants with criminal histories in a manner consistent with the requirements of all applicable federal, state and local laws.
If you need a reasonable accommodation to complete a job application, participate in a job interview, or engage in any part of the hiring process, please contact HRCompliance@andersencorp.com.
We look forward to seeing how your unique skills, background and experiences will inspire our team and help us continue to be the leader we are today.
ANDERSEN CORPORATION SUMMARY:
At Andersen, we see possibility everywhere, every day and in everything we do. The possibility for our employees to achieve their full potential, for our communities to be stronger and for everyone to have a healthier, happier place to live.
Our portfolio of brands — Andersen Windows & Doors, Renewal by Andersen and Fenetres MQ — is crafted to serve customers across the new residential, home improvement and light commercial building sector.
Join our more than 13,000 employees who are inspired every day to deliver exceptional experiences that turn possibility into reality.
JOB DESCRIPTION:
SUMMARY
Drive organizational performance and employee experience by applying people science, workforce analytics, and business intelligence to identify workforce opportunities, evaluate talent strategies, and inform leadership decisions. Translate complex workforce data and research into actionable insights, partnering across HR, business, and technology teams to deliver trusted, evidence-based solutions that strengthen organizational effectiveness and measurable business results.
POSITION RESPONSIBILITIES:
- Lead organizational effectiveness and workforce research - 25%. Design and conduct studies that assess employee experience, engagement, inclusion, retention, performance, leadership effectiveness, team effectiveness, organizational health, and workforce outcomes; translate findings into practical recommendations that improve talent and business results.
- Lead employee listening data and measurement - 20%. Partner with the leader accountable for the overall employee listening strategy to support the design and analysis of surveys, assessments, and research plans; ensure measurement quality, confidentiality, ethical use of feedback, and clear interpretation of employee sentiment and workforce signals.
- Partner with strategy owners to establish and advance strategic workforce planning and talent science analyses - 20%. Analyze workforce supply and demand, capability needs, critical-role risks, succession readiness, leadership pipelines, internal mobility, organizational movement, and future-state scenarios to inform talent strategy and leader decisions. Provide analytical and people-science expertise without owning the overall strategic workforce planning strategy.
- Partner with program leaders to evaluate talent programs and organizational interventions - 15%. Assess learning, leadership development, onboarding, performance management, engagement, retention, change, and organizational effectiveness initiatives; identify impact, gaps, and evidence-based improvements while program leaders retain accountability for program strategy and decisions.
- Create visualized workforce insights and executive storytelling - 10%. Use analytics platforms to develop or shape workforce dashboards, metric architecture, visualizations, driver analyses, scorecards, and leader-ready insight narratives that help stakeholders prioritize action and monitor outcomes.
- Partner on governed people-data products and responsible analytics - 10%. Collaborate with reporting, data engineering, HRIS, security, and product teams to define analytical needs, validate data quality, strengthen workforce definitions, protect sensitive employee information, and scale reusable people analytics capabilities.
MINIMUM QUALIFICATION, SKILL AND/OR COMPETENCY REQUIREMENTS:
Education: Bachelor’s degree in Industrial-Organizational Psychology, Organizational Psychology, Applied Psychology, Organizational Development, Behavioral Science, Statistics, Human Resources, or related field, Master’s degree preferred; equivalent applied people-science and people-analytics experience may be considered.
Experience:
- 8+ years of progressive experience applying people analytics, industrial-organizational psychology, workforce research, organizational effectiveness, talent analytics, HR consulting, or related methods to workplace and business challenges.
- Demonstrated experience advising senior HR and business leaders using workforce insights, employee research, organizational diagnostics, and evidence-based recommendations tied to talent and business outcomes.
- Experience designing and interpreting employee listening measures, including surveys, assessments, organizational diagnostics, culture or engagement studies, and workforce research methods.
- Experience evaluating talent programs, leadership development, engagement initiatives, performance practices, retention strategies, change efforts, workforce planning activities, or organizational interventions.
People Science Expertise:
- Measurement quality, research ethics, confidentiality, statistical interpretation, practical significance judgment, organizational diagnostics, employee listening strategy, workforce research design, and engagement interpretation.
- Talent and workforce strategy expertise, including strategic workforce planning, capability planning, critical-role analysis, leadership pipelines, succession readiness, internal mobility, program evaluation, and action-planning consultation.
Business Intelligence & Analytics:
- Advanced visualization tools such as Power BI and Tableau or equivalent business intelligence experience, including workforce dashboard design, executive visualization, metric architecture, visual storytelling, and insight activation.
- Ability to translate survey, workforce, talent, and organizational data into scalable analytics products, leader-facing dashboards, workforce scorecards, and decision-support tools.
- Familiarity with workforce data models, semantic model partnership, SQL and/or Python, data governance, privacy, and responsible use of confidential employee information.
PAY RANGE:
$90,039.00 - $139,561.00CULTURE AND BENEFITS:
At Andersen, we believe our people are at the heart of everything we do. Every day, their talent, dedication and passion enables us to be the most trusted window & door company. To support our employees, we provide a comprehensive Total Rewards Package – a thoughtful combination of pay and benefits that reflects our commitment to investing in each team member’s wellbeing and success. While specific benefits may vary by position or location, we’re proud to offer a comprehensive Total Rewards Package designed to support your well‑being, growth, and future. Our benefits include:
- 401 (k) Plan, Employer Fixed Contributions & Company Matching
- Profit Sharing*
- Medical, Dental and Vision Coverage*
- Flexible Spending Accounts (FSAs)*, Health Savings Account (HSA) and Health Reimbursement Account (HRA)
- Life Insurance
- Paid Time Off & Paid Holidays
- Paid Maternity Leave & Paid Parental Leave* Career Growth Planning & Nationwide Career Opportunities
- For employees covered by a collective bargaining agreement, some benefits may differ or may not be available based on the terms of the agreement.
PROFIT SHARING: In 2026 Andersen has set a profit-sharing target of $3,600 per eligible employee, prorated as appropriate. Profit Sharing will be paid out in quarterly installments to provide eligible employees with payments throughout the year, with payment amounts tied to quarterly operating profit performance.
EEOC EMPLOYER: Andersen is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, age, disability, marital status, national origin, citizenship, genetic information, protected veteran status, or any other characteristic protected by law. Andersen Corporation will consider for employment qualified applicants with criminal histories in a manner consistent with the requirements of all applicable federal, state and local laws.
If you need a reasonable accommodation to complete a job application, participate in a job interview, or engage in any part of the hiring process, please contact HRCompliance@andersencorp.com.
We look forward to seeing how your unique skills, background and experiences will inspire our team and help us continue to be the leader we are today.
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Find JobsSenior Level Customer Insights Analyst Job Market
Who's Hiring
- Ryder System12
- Riot Games4
- Klaviyo1
- Applied Systems1
Top Industries Hiring
- Technology & Software
- Accounting & Auditing
- Manufacturing
Senior Level Customer Insights Analyst Jobs: Frequently Asked Questions
How do I get a senior level customer insights analyst job?
Employers hiring at the senior level want candidates who have owned end-to-end insights programs, not just contributed to them. Demonstrating that you have shaped research agendas, influenced executive decisions with your findings, and mentored junior analysts will set you apart. Proficiency in advanced methods like conjoint analysis, segmentation modeling, or qual-quant integration is a strong differentiator at this stage.
Which companies hire senior level customer insights analysts?
Companies hiring senior level customer insights analysts right now include Ryder System, Riot Games, and Riot Games, based on current listings on Migrate Mate as of September 2026. Hiring at this level tends to come from large consumer brands, management consultancies, and technology firms with established insights functions that need experienced professionals to lead strategic research.
Are there remote senior level customer insights analyst jobs?
Yes, remote and hybrid availability is meaningful at this level. About 10% of senior level customer insights analyst openings are remote or hybrid as of September 2026, reflecting that many employers value the function's analytical and advisory nature over in-person presence. On-site roles are more common in industries where direct consumer access or cross-departmental collaboration is a day-to-day requirement.
What makes a customer insights analyst role senior level?
Senior level roles are distinguished by ownership and strategic influence rather than task execution. At this stage, you are defining research priorities, selecting methodologies, and presenting findings directly to leadership. You are expected to mentor junior team members, manage vendor relationships, and connect consumer data to broader business strategy, not just produce reports for others to interpret.
Which industries hire the most senior level customer insights analysts?
Senior level customer insights analyst roles concentrate in Technology & Software, Accounting & Auditing, and Manufacturing, based on current listings on Migrate Mate as of September 2026. These sectors drive hiring because they depend heavily on understanding consumer behavior, competitive positioning, and market dynamics to inform product, marketing, and growth decisions at scale.