At Nielsen, 85 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 868 employee surveys, with a 90% confidence level and a margin of error of ± 2.67. It was published on Sep 14, 2016. 16854 Visitors

What Employees Say

I am able to take time off from work when I think it's necessary.
93%
 
People here are given a lot of responsibility.
92%
 
People care about each other here.
92%
 
I can be myself around here.
91%
 
I'm proud to tell others I work here.
90%
 

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 US Sites: 44
Major Locations: Oldsmar, Florida; Chicago, Illinois; San Antonio, Texas; Dallas, Texas; Schaumburg, Illinois US Employees: 10,201
US Revenues: $6,172 million Worldwide Revenues: $6,172 million
Employees Worldwide: 43,908 Corporate Structure: Public
Stock Symbol: NLSN Founded: 1923

Nielsen has been awarded:

Best Workplaces in Texas 2017 (ranked 39)

Best Workplaces for Diversity 2016 (ranked 50)

Best Workplaces for Millennials 2016 (ranked 58)


Rocking Stowe Gardens UK

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: Nielsen's commitment to Diversity and Inclusion helps drive innovation and growth that makes the company stronger and more successful. The company, therefore, invests in diversity and inclusion efforts via internal and external advisory councils, the leadership team, Nielsen’s supplier diversity program, and through Employee Resource Groups. Nielsen understands that a diverse workforce is a stronger workforce, and when one joins the Nielsen family, their differences are celebrated and recognized. Nielsen’s approach to diversity and inclusion encourages accountability, career development, retention, and education. Other vital D&I programs include the Diverse Leadership Network, Unconscious Bias training for managers, Senior Leadership Sponsorship Program, and the pilot program - the Black Employee Forum.
  • Nielsen Cares: Nielsen’s global corporate social responsibility program, Nielsen Cares, mobilizes the company’s data, expertise, and associates to positively impact the communities where they live and work globally. All Nielsen associates are eligible to participate in 24-hours of dedicated volunteer time each calendar year. In 2015, more than 800 nonprofits around the world received volunteer support from Nielsen Cares programs, either through skills-based volunteering and in-kind giving or through hands-on volunteering during Nielsen’s annual global calls to action such as Nielsen Global Impact Day, an annual worldwide day of service that mobilizes over 20,000 associates each year in over 90 countries to volunteer in their local communities.
  • Leadership Development: 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. That is, when a leader gets better, everyone wins. They offer a number of leadership development programs: the Emerging Leaders Program - at the early career stages, workshops for mid-level leaders on a trajectory to more senior positions, Regional Leadership Forums, the Nielsen Leadership Program at a more senior level, and the Global Leadership Program at the most senior-level. Additional leadership development opportunities are available through the Manager Excellence program called Lead and Inspire, the Diverse Leadership Network, and the Senior Leadership Sponsorship Program.
  • Innovation Fast Pitch:   Innovation lies at the heart of everything Nielsen does, and associates are passionate about developing innovative new products. In order to harness this creative energy and allow for the realization of these ideas, Nielsen has launched the Fast Pitch program - a yearly competition where Nielsen associates submit ideas, big and small, for new innovative products or significant product enhancements. Winning ideas are selected for incubation and the winner(s) earn an economic stake in the end business solution.
  • Nielsen Voice/Take 5 Survey: Nielsen Voice is a bi-annual associate engagement and opinion survey providing the company with invaluable feedback from associates to help gauge associate engagement, performance enablement, client culture, and leadership. Feedback helps Nielsen determine how the company is doing, how they can create a better Nielsen Employee Experience and to make Nielsen an even stronger company. In 2016, Nielsen launched quarterly Take 5 Pulse Surveys which supplement Nielsen Voice by providing real-time feedback to track progress, take action, and enable associates to be themselves, make a difference and grow with us.
  • Simply Excellent: Reward & Recognition: 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 – Simple, Open, and Integrated - 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: The physical, mental, emotional, and financial well-being of Nielsen associates is at the forefront of the company’s culture. Nielsen recognizes that all of these are critical in driving a better employee experience and a healthier culture in which to live and work. The Whole You engagement platform offers a personalized user experience and promotes lasting connections among associates around teamwork, physical, emotional and financial well-being, and social responsibility.
  • 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 hosted through Nielsen’s Career Management System, myCareer. Grow Your Career encourages associates to look inward, look outward, look forward, and then take action. Through participation in myProfile, an online, internal resume, associates can indicate their career goals, 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 believes in a culture of meritocracy which, at its essence, provides a consistent, constructive, and proactive venue for ongoing ‘real-time’ discussions and feedback. It enables a consistent framework for assessing performance and determining rewards and drives higher performance for individuals, teams, and the organization. This assessment is based on both performance and demonstration of Nielsen’s values. Associates and their managers are encouraged, and expected, to meet at least quarterly in a dialogue called Check-Ins, which build strong connections between manager and associate, and are designed to be two-way conversations where priorities, expectations, and career goals are refreshed as needed throughout the year.
  • Nielsen Alumni Network: When an associate chooses to move on from Nielsen, their impact remains present in the Nielsen community and the industry through the work that they have done and the work they continue to do wherever their career takes them. The Nielsen Alumni Network allows alumni to connect online, through a web-based portal containing an alumni directory, news, information about upcoming events, message boards, and a job board. Nielsen contributes to the community by hosting exclusive alumni events to share its latest product innovations and thought leadership and also helps build the community offline, by providing opportunities for alumni to collaborate professionally and socially, including participation in Nielsen's annual Global Impact Day.

COMPENSATION BY THE NUMBERS

$35,148 Average salary and additional cash compensation for Membership Representative $66,195 Average salary and additional cash compensation for Analyst
50% 401(k) match of employee's contribution, up to 6% of an employee's salary65% Company-paid health coverage for employees (those earning less than 70k/year)
55% Company-paid health coverage for dependents

COMPENSATION PROGRAMS

  • 401(k)
  • Stock options to employees
  • Restricted stock units to employees
  • Pre-tax savings account
  • Employee stock purchase plan
  • Health insurance for retirees

PERKS TO MAKE LIFE EASIER

  • Free beverages during the day
  • On-site package/mailing service
  • Weight watchers meetings
  • Subsidized public transportation
  • Subsidized lunch on a regular, daily basis
  • Fitness classes
  • Convenience store
Giving TLC to many loving cats at the Hamilton County Humane Society of Indiana

WORK-LIFE BALANCE BY THE NUMBERS

20 days Paid time off after one year of full-time employment 10 days Paid time off after one year of part-time employment
10 days Paid sick days after one year of full-time employment

WORK-LIFE BALANCE PROGRAMS

  • Telecommute option

    FAMILY CARE BY THE NUMBERS

    60 days Job-protected maternity leave60 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
    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
    $5,000 Adoption benefit60 days Job-protected parental leave for adoptive parents
    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
    • Elder care resources
    • Lactation room(s)
    • Paid sick leave to care for a child or relative

    HEALTH INSURANCE COVERS

    • Medical care
    • Vision care
    • Mental health care
    • Fertility treatments
    • Dental care
    • Prescription drug subsidy
    • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)

    ONSITE HEALTH BENEFITS

    • Cholesterol tests
    • Flu shots
    • Fitness center (at some locations)
    • Blood pressure screening
    • Complete biometric screening
    • Subsidized offsite gym memberships

    Community Involvement & Philanthropy

    24 hours Paid time off to volunteer $9,100,000 Philanthropic donations in last year

    Diversity

    • 'Chief Diversity Officer' is accountable to formal diversity goals for employee recruitment and retention
    • Formal programs support professional development for: Under-represented racial/ethnic minority groups; Women; Lesbian, gay, bisexual or transgender employees; Disabled employees
    • Married employees in same-sex or heterosexual relationships receive the same benefits
    • Non-birth parents in same-sex relationships can take parental leave

    Executive Diversity

     
    Fantastic day at Nova's Ark! Gardening, painting, sealing driveway, playing with animals, getting vitamin D!

    Demographics

     
    Feeling great to do their part in fighting the pollution ... Planting trees in Mexico City!

    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 Simple, Open, and Integrated 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. Also important is intellectual curiosity, a collaborative nature, a drive to innovate, and a healthy blend of confidence and humility.

    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 Nielsen.com/Careers. Check out videos, podcasts and employee stories that showcase 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 openings in our many locations around the globe. Use the search functionality to find and apply for specific roles!

    hiring Outlook

    1,900 Job openings forecast for coming year 9% Job Growth
    67 Average applicants per opening 173,745 Applications received
    2,451 Positions filled in past year 40% New hires by employee referrals
    810 New positions created 592 Jobs filled by current employees
    Yes Recruits on college campuses 135 New graduates hired
    13% Voluntary turnover for full-time employees 153% Voluntary turnover for part-time employees
    * All figures refer to 12-month period prior to reporting, unless otherwise noted.

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