Employee Experience, Listening & Culture Lead

We are seeking a strategic, insight-led Employee Experience, Listening & Culture Lead to shape the employee experience at Agilent.  This role will help strengthen our Agilent culture where employees feel heard, connected, included and empowered to do their best work.  You will lead Agilent’s global listening strategy, turning employee insights from Workday Peakon and other sources into actions that drive impact.  Partnering with business and country leaders, HR Business Partners and Centers of Excellence, as well as employees and leaders around the world, you will advance engagement, spearhead culture initiatives, and amplify the important work of Agilent’s Employee Network Groups.

• Shape Agilent’s employee experience strategy across engagement, listening and culture.

• Design and implement an enterprise listening strategy using Peakon to generate actionable insights.

• Design and lead culture initiatives that strengthen connection, inclusion, leadership alignment, and employee pride.

• Partner globally with business and country leaders, HRBPs, COEs and employees to translate insights into action.

• Enable leaders with clear data, practical tools, and compelling narratives to support engagement and culture outcomes.

• Serve as the enterprise lead for Agilent's Country General Manager network, shaping engagement strategies and enabling Country General Managers to strengthen employee connection, communication and culture locally.

• Lead the strategy, governance, and evolution of Agilent's Employee Network Groups (ENGs), ensuring initiatives, funding and priorities support employee connection, community building and Agilent's culture objectives.

• Create a cohesive enterprise framework that connects CGMs, Employee Network Groups, employee listening insights and culture initiatives into a unified employee experience strategy supported by clear governance, communications, measurement, and activation plans.

• Develop and drive the internal and external narrative for Agilent’s employee experience and culture work, including leadership messaging, stakeholder updates, ESG-related reporting inputs, and external recognition or disclosure opportunities.

• Build strong global partnerships to ensure engagement and culture work is consistent, relevant, and scalable.

• Identify trends, risks, and opportunities through employee insights, analytics, and external best practices.

• Drive cross-functional collaboration to embed engagement actions and culture practices across Agilent.

• Bachelors or Masters degree in HR, Business Administration, Psychology, or related field

• Certifications such as SHRM, CIPD, or equivalent preferred.

• 10+ years of experience in employee engagement, listening, culture, employee experience, or related HR role in a global and / or matrixed organization.

• Experience with Workday and employee listening platforms; Peakon experience strongly preferred.

• Deep expertise in employee engagement, culture, listening, and employee experience.

• Strong analytical skills, with the ability to turn data into clear, actionable recommendations.

• Excellent collaboration skills

• Confident communicator and storyteller who can translate employee feedback into compelling narratives.

• Highly organized and strategic thinker with the ability to connect multiple employee-facing initiatives into a coherent enterprise agenda, balancing long-term vision with disciplined execution and stakeholder management.

• Enterprise-minded leader who brings a forward-looking vision for engagement, listening, and culture, with the ability to translate ambition into practical, scalable action.

• Strong project management and communication capability, with the ability to lead complex cross-functional initiatives, manage milestones and stakeholders.

• Ability to partner effectively with HRBPs, Enterprise Communications, the broader Talent Management COE, Agilent colleagues and external partners to shape clear internal and external narratives that support employee experience, culture and related reporting priorities.

• Digital literacy across HCM systems, dashboards, listening platforms, and employee analytics tools.