At Nielsen, 79 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 915 employee surveys, with a 90% confidence level and a margin of error of ± 2.59. It was published on Sep 1, 2017. 25093 Visitors

What Employees Say

I am able to take time off from work when I think it's necessary.
91%
 
Management is honest and ethical in its business practices.
88%
 
People care about each other here.
88%
 
I feel good about the ways we contribute to the community.
88%
 
Management trusts people to do a good job without watching over their shoulders.
87%
 

What They Do

We asked Nielsen to explain what they do. Here is what they had to say.

Nielsen is a leading global provider of information and insights into what consumers watch, listen to, and buy. We study consumers in more than 100 countries to provide the most complete view of trends and habits worldwide.

About this Company

Website: www.nielsen.com Industry: Professional Services
US Headquarters: New York, New York, 10004 US Sites: 67
Major Locations: Oldsmar, Florida, 34677; Schaumburg, Illinois, 60173; Dallas, Texas, 75080; San Antonio, Texas, 78228; Chicago, Illinois, 60606 US Employees: 10,119
Employees Worldwide: 43,887 Corporate Structure: Public
Stock Symbol: NLSN Founded: 1923

Nielsen Teams

Perks and Programs

We asked Nielsen to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Diversity & Inclusion: Diversity and inclusion is a global business imperative, crucial to the company's growth, strength and ability to innovate. To drive diversity and inclusion, we use a five-prong approach focused on Accountability, Career Development, Retention, Supplier Diversity and Education/Engagement. Nielsen invests in a series of long-standing, academy-class programs to demonstrate our commitment. Investments include partnering with an External Advisory Council for over a decade, Nielsen Diversity Councils leveraging oversight from our senior most leaders, leadership development, mentoring and sponsorship programs, as well as nine Employee Resource Groups with at least one chapter in 70% of the markets where we operate. By embracing and celebrating differences, Nielsen seeks to create an inclusive work environment where employees can be themselves, make a difference and grow with us.
  • Global Responsibility & Sustainability: Nielsen Cares and Nielsen Green: Nielsen Cares mobilizes our data, expertise, and associates to positively impact our communities. All Nielsen associates have 24 hours of annual dedicated volunteer time. Nielsen Global Impact Day 2017 mobilized 23,000+ volunteers across 89 countries through 1,500 projects. Through our $10 million pledge, Nielsen donated a record $11.8 million of pro bono work in 2016. Nielsen Foundation Cause Cards enable associates to direct $200 grants to eligible nonprofits after logging 12+ quarterly volunteer hours. Through Nielsen Green, we collaborate with associates and stakeholders to drive a holistic approach to optimize our positive impact on the environment. Local Green Teams lead and participate in sustainability initiatives, change behaviors, and interact with communities. Earth Week 2017 mobilized 17,000+ associates over five days.
  • Leadership Development & Manager Excellence: Nielsen is committed to building leadership strength by growing leaders at all levels. The company invests in the identification, assessment, development and movement of top leadership talent because Nielsen understands the multiplier effect of leadership on their business and teams. When a leader gets better, everyone wins. Leadership development programs include: Emerging Leaders Program, Diverse Leadership Network, Regional Leadership Forums, and Nielsen Leadership Program and Global Leadership Program. A new program to further enrich the development of managers launched in 2016 providing globally consistent training and development of a leadership mindset. The “Manager Excellence” curriculum supports new managers and addresses specific learning needs for managers at any level e.g. coaching, difficult performance conversations, financials, managing teams through change.
  • Employee Engagement Strategy: At Nielsen, we are creating a movement around employee engagement to drive associates’ physical and emotional connection with the workplace, and in turn, drive business results. We focus on creating: Clarity - associates are aware of the state of their team and understand that focusing on engagement is an important part of Nielsen’s success Consistency - activities and experiences related to engagement are valued and open to all associates, managers and teams Alignment - Nielsen’s activities, systems and processes are coordinated to support an environment focused on engagement Commitment- our actions and behaviors. All associates - especially leaders and managers - work throughout the year to improve engagement and business outcomes We conduct an annual engagement survey with interim pulse surveys to track our progress.
  • Reward & Recognition: Simply Excellent: At Nielsen, great work gets noticed. Recognizing outstanding performance, contribution, and impact is a cornerstone of Nielsen’s culture. Simply Excellent is a recognition program driven by the Nielsen values – Open, Connected, Useful, Personal - allowing for manager and peer-to-peer recognition. Since the program’s launch, more than 70,000 awards have been issued, and improvements made that allow associates to bank points and redeem them for larger value rewards,or contributions to environmental and charitable organizations.
  • Health, Wellness and Financial Well-Being/ Whole You: Our ‘Whole You’ wellbeing program is aligned with our broader employee value proposition centered around the principles of “Be You,” “Make a Difference,” and “Grow with Us”. The Whole You engagement platform offers a personalized user experience and promotes lasting connections among employees around teamwork, physical, emotional and financial well being, and social responsibility. We offer a variety of local wellbeing initiatives at various locations, including: Healthy Measures, a voluntary program where associates can earn discounts on medical plan premiums; Employee Stock Purchase Plan, where one can use payroll deduction to direct a portion of their pay to purchase Nielsen shares at a 5% discount to the prevailing market price; last-minute childcare, support for adult/elder care needs, and assistance with navigating college admissions.
  • Grow your Career: Nielsen encourages the active participation of each associate in owning their career. The Grow Your Career program is a partnership between the associate, their manager, and the Nielsen Community enabled by MyCareer, Nielsen’s career management online tool. Grow Your Career encourages associates to understand their capabilities, find opportunities to apply or grow their capabilities and map out their career goals. Through participation in myProfile, an online, internal resume, associates can share their aspirations, express interest in ‘stretch’ projects, and flag themselves as being ready to rotate into a new or expanded role. The Grow Your Career initiative provides all the tools associates need to continue to develop and Grow With Us - whether it’s in their current role or through a new opportunity.
  • Performance Management/ Check-In: Nielsen nurtures a culture of meritocracy which provides a consistent, constructive, and proactive venue for ongoing ‘real-time’ discussions and feedback. It enables a consistent framework for assessing performance, determining rewards, and driving higher performance. Every year, associates are assessed on: 1)"What" - your performance against your priorities and measurable results, and 2) "How" - how you perform your job based on Nielsen's values Nielsen also considers each individual's growth potential, both in the current role or a new one. These lead to more meaningful discussions between managers and associates on career growth and aspirations. Associates and their managers meet at least quarterly in a dialogue called Check-Ins--to discuss the associate’s performance and experience. Priorities, expectations, and career goals are refreshed as needed throughout the year.
  • MyTime: We have implemented myTime, where there is no maximum limit on vacation days that you can take in a year. We want to give associates even greater flexibility and autonomy to manage their work time, and decide when and how much vacation to take. At the heart of the Nielsen Employee Experience, associates are encouraged to pursue things that matter personally inside and outside of work. Through myTime, associates can take the time to follow their own passions, to explore and to recharge with friends and family.
  • Innovation: We challenge our associates to innovate, take risks, learn and grow! Innovation fuels our business; so while we have a product innovation team that focuses on helping clients with new product development, we have various programs that promote a culture of innovation inside Nielsen, or to address specific business needs. One example is the Inventors@Nielsen Reward & Recognition Program which recognizes employee contributions to protecting innovation and our intellectual property. Our Operations team has an ongoing Innovations Challenge where all associates can contribute ideas to help improve quality control of our data, and transform the way the entire global Operations team works. The end goal is to reduce cycle times, minimize costs and improve the quality of the data that our clients use.

COMPENSATION BY THE NUMBERS

$35,324 Average salary and additional cash compensation for Membership Representative $68,427 Average salary and additional cash compensation for Analyst
3% Match of employee’s 401(k)/403b contribution up to 50% of salary65% Company-paid health coverage for employees (for Those earning less than 70K salary)
55% Company-paid health coverage for dependents $3,703 Average Tuition Reimbursement
$5,250 Maximum Tuition Reimbursement

COMPENSATION PROGRAMS

  • 401(k) or 403b Program
  • Stock options
  • Employee stock purchase plan (ESPP)
  • Restricted stock units
Nielsen Cafe

WORK-LIFE BALANCE BY THE NUMBERS

Unlimited Paid time off after one year of full-time employment 10 days Paid sick days after one year of full-time employment
Unlimited Paid time off as of first day of full-time employment

WORK-LIFE BALANCE PROGRAMS

  • Telecommute option
  • Subsidized On- or Off-site Fitness (83% have access)
  • Onsite Amenities (Free beverages during the day, subsidized lunch on a regular, daily basis, onsite package/ mailing service, Fitness classes, Weight Watchers meetings, convenience store, subsidized public transportation, free Healthy Living consultation with a nutritionist.)

FAMILY CARE BY THE NUMBERS

60 days Job-protected maternity leave (including FMLA/STD) 60 days Fully-paid maternity leave (does not include personal vacation or paid time off)
60 days Average length of maternity leave new mothers take10 days Job-protected paternity leave (including FMLA)
10 days Fully-paid paternity leave (does not include personal vacation or paid time off)10 days Average length of paternity leave new fathers take
$15,000 Adoption benefit60 days Job-protected parental leave for adoptive parents (including FMLA)
60 days Fully-paid parental leave for adoptive parents (does not include personal vacation or paid time off)
*Employees are not required to use all their personal paid time off before taking parental leave. Not all employees are eligible for parental leave benefits.

FAMILY CARE PROGRAMS

  • On-site or near-site backup childcare center
  • Lactation room(s)
  • Paid sick leave to care for a child or relative

HEALTH INSURANCE COVERS

  • Mental health care
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)
  • Fertility treatments

Community and Environmental Impact

24 hours Paid time off to volunteer $13,820,000 Philanthropic donations in last year
SVP, Global Responsibility and Sustainability Leads environmental impact team Third-Party Conducted Environmental impact audit
Yes Sustainable commuting program Yes Recycling program

Diversity

  • Chief Diversity Officer is responsible for the success of formal recruiting and retention diversity goals
  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • Formal programs (such as resource groups, mentorship, networking, or other affinity groups) support professional development for: Under-represented racial/ethnic minority groups; Women; Lesbian, gay, bisexual or transgender employees; Disabled employees
  • 90 events a year connect employees with peers from different racial/ethnic, religious or country-of-origin identities
  • Non-birth parents in same-sex relationships can take parental leave
  • Medical care covers gender confirmation surgery

Leadership Diversity

 

Workforce Diversity

 
Nielsen Associates

DEMOGRAPHICS

 
Nielsen Chicago

How to Get Hired

We asked Nielsen for some inside information on how to get hired at the organization. Here is what they had to say.

What key characteristics tell you a prospective employee will be a great fit for your company?

We look for people who are really passionate about our business and who are eager to make an impact on the organization's success. We seek candidates who align well with our core values of being open, connected, useful, and personal in all that we do. Leadership capabilities are highly important for many roles within the company and we seek those who excel at setting direction, motivating, inspiring and building high-performing teams. Candidates who bring diverse backgrounds, experiences, and ways of thinking are highly sought after as we believe this leads to the company's growth, strength and ability to innovate. Intellectual curiosity, a collaborative nature, a drive to innovate, and a healthy blend of confidence and humility are all important too.

What can prospective employees do to get your attention?

Be yourself during the selection process. We really want to get to know the real you. What are you enthusiastic and passionate about? What are your career goals? Why are you excited about our company and this role? How do you believe you can contribute to Nielsen's success?

Are there any positions or types of candidates you are particularly focused on hiring in this coming year?

Nielsen offers a wide variety of career opportunities across the enterprise - from Client Service/Sales to Data Science to Technology to Corporate Functions and more. Roles in Data Science and Technology are particularly important right now as part of our digital transformation. We hire in these many functional areas at different tenure and career levels from entry level to senior executive.

What should interested candidates do to find out more and get started?

The best place to start is a visit to our career site at careers.nielsen.com. Check out our Culture and Stories section to learn more about the Nielsen Employee Experience. Investigate our Teams section to learn more about key functional areas and the roles within them. Explore our Locations pages to learn about our offices and the openings in our many locations around the globe. Use the search functionality to find and apply for specific roles!
 

hiring Outlook

4,000 Forecasted positions to fill in coming year -0% Job Growth
54 Average applicants per opening 172,379 Total job applicants
30% New hires by employee referrals 13% Openings filled by current employees
2,361 Recent graduates hired 10% Voluntary turnover for full-time employees
122% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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