Employee Experience & Continuous Improvement Analyst

• Relevant education, professional training, or equivalent practical experience in HR, psychology, business, communications, L&D, organisational development, or a related field.

REQUIRED EXPERIENCE

• 1-2 years of experience in Employee Experience, employee engagement, People Operations, L&D, internal communications, change management, or a comparable programme role.
• Experience coordinating multi-stakeholder programmes, facilitating structured employee listening, translating insights into action plans, and supporting process or organizational improvement across different markets or organizational levels.
• Professional proficiency in English, written and verbal.
• Strong employee-listening, facilitation, and psychologically safe discussion practices.
• Strong programme coordination, organisation, and prioritisation across concurrent initiatives.
• Data literacy, survey interpretation, action tracking, and concise management reporting.
• Stakeholder partnership and influence across HR, leaders, OPEX teams, and external providers.
• Clear communication, sound judgement, discretion, and cultural awareness.
• Ability to identify manager-enablement opportunities through Employee Experience insights and translate them into practical tools, recommendations, and improvement actions.
• Working knowledge of Microsoft 365, with confidence learning survey, action-tracking, and reporting tools.
• Process improvement and structured problem-solving skills, with the ability to translate employee insights into scalable actions and measurable improvements.
• Ability to connect Employee Experience initiatives with broader organizational priorities, change adoption, operational performance, and Customer Experience.

• Additional European language skills are an advantage.
• Coursework or certification in Employee Experience, engagement, HR, L&D, internal communications, change, or project management is preferred.
• Training in facilitation, coaching, mental-health awareness, inclusive programme design, survey analysis, or data visualisation is an advantage.

ACADEMIC BACKGROUND

The final offer is determined based on the scope of the role, level of responsibility, experience, education, completed training, and key competencies of the candidate.

Align Technology, in addition to statutory benefits, provides a comprehensive set of perks designed to support employee comfort and professional development. Available benefits include, among others: private medical care through Luxmed, a Multisport card, private life insurance, a social fund, meal subsidies, and discounts on company products.

Information regarding compensation policies and salary ranges for this position can be found in the Compensation Policy available under the Corporate Disclaimers section of our careers site: https://jobs.aligntech.com/corporate-disclaimers

We encourage all candidates to review this document before moving forward in the recruitment process.

The Employee Experience & Continuous Improvement Analyst, Customer Success owns the coordination, implementation, and continuous improvement of the Employee Experience programme for EMEA Customer Success. The role adapts five core pillars - wellness and support, motivation and recognition, community and belonging, social responsibility, and business synergy - into a consistent regional framework that can flex for local needs. It combines employee listening, action planning, leader enablement, and Performance Excellence checks to turn feedback into visible improvements and strengthen the everyday employee experience. The role supports the evolution of Employee Experience as an OPEX capability by connecting employee insights, engagement, development, recognition, and continuous improvement with organizational effectiveness and Customer Experience outcomes.

• Own the annual EMEA Employee Experience roadmap and calendar across the five programme pillars.
• Maintain governance for approvals, budgets, communications, inclusion, privacy, vendors, and monthly leadership reviews.
• Facilitate or coordinate structured Voice of Employee mechanisms, including pulse surveys, focus groups, employee journey checkpoints, and recurring feedback channels; identify trends, friction points, and opportunities across key employee experiences.
• Turn insight into action plans with clear owners, dates, and measures; track completion and communicate outcomes back to employees where appropriate.
• Maintain recognition channels and programmes covering everyday appreciation, positive escalations, achievements, milestones, and quarterly excellence, using transparent criteria and performance indicators employees can meaningfully influence.
• Coordinate inclusive wellbeing, cultural, community, and social-responsibility activities across markets, shifts, and working arrangements.
• Build and support a supervisor and manager ambassador network using briefing packs, templates, and regular check-ins.
• Use Employee Experience insights to identify opportunities in one-to-ones, coaching, recognition, communication, and employee development practices; provide managers with frameworks, tools, and recommendations that strengthen the employee experience.
• Partner with Customer Success Academy, Training, HR, and OPEX leadership to incorporate employee development and career-experience insights into the Employee Experience roadmap and identify opportunities that strengthen internal growth and organizational capability.
• Partner with BI to develop Employee Experience reporting across survey results, action-plan completion, recognition, participation, employee journey insights, and other relevant indicators; use evidence to evaluate effectiveness, recommend improvements, and identify relationships between Employee Experience, organizational performance, and Customer Experience.
• Coordinate the Employee Experience and Continuous Improvement idea-management framework, including employee submissions, evaluation cycles, stakeholder alignment, selected initiatives, implementation follow-up, and measurement of organizational value.

WORK ENVIRONMENT DEMANDS

• Operates within a dynamic, multi-market EMEA Customer Success environment.
• Requires regular virtual and cross-functional collaboration across locations and cultures.
• Handles sensitive employee feedback with discretion and in line with privacy requirements.
• Balances several initiatives, deadlines, and stakeholders with clear follow-through.
• Plans with WFM and operational leaders to balance participation, inclusion, and service requirements.
• Operates in a continuous-improvement environment requiring the ability to translate employee feedback and organizational insights into practical, scalable solutions while balancing employee experience, operational priorities, and Customer Experience.