People Research Lead, People Analytics

Facebook | New York, NY, United States

Posted Date 4/21/2019
Description At Facebook, we pride ourselves on making data-informed decisions. This includes not only decisions we make about our platform, which serves over 1 billion users, but also how we learn more about our most valuable asset – our people. For instance, we use data to understand how to hire top talent, to ensure our people are engaged, and to support diversity.

We’re looking for an experienced People Research Lead, People Analytics to join our People Analytics function. Our team uncovers data-driven insights to better attract, develop, motivate, and retain Facebook’s most important asset – our people. This role will serve as an active partner with HR and functional leaders to perform research and analyses on a broad spectrum of people issues: to optimize employee performance, growth, engagement, diversity, compensation (e.g., pay equity), and retention. You’ll also help develop and refine people processes to make an exceptional workplace even better. The ideal candidate will have strong quantitative skills and experience working across a variety of people areas.

RESPONSIBILITIES

  • Apply expertise in people research, quantitative analysis, and the presentation of data to see beyond the numbers and help inform, influence, support, and execute our business decisions for the People team and programs (HR Business Partners, Diversity, People Growth Programs, Compensation, and Retention)

  • Collaborate with data engineering and visualization engineers to access and manipulate data, explain data gathering requirements, and display results

  • Partner with the HR, recruiting and diversity teams on people projects to identify and clarify critical people issues, deeply understand our people processes, and analyze data to drive improvements

  • Bring together Facebook-specific data and outside research to help leaders understand people issues

  • Communicate statistical analyses and results, along with implications, to technical and non-technical audiences

  • Collaborate effectively with the Employment Law team on a variety of sensitive projects and demonstrate exceptional judgment and discretion when dealing with highly sensitive people data

  • Collaborate effectively with and mentor other team members

  • Demonstrate exceptional judgment and discretion when dealing with highly sensitive people data

MINIMUM QUALIFICATIONS

  • PhD with 3+ years, or MS with 5+ years of experience in a field emphasizing people research in organizations (e.g., Industrial/Organizational Psychology, Organizational Behavior, Labor Economics, Management, Policy Analysis, etc.)

  • 3+ years of experience conducting quantitative people research in an organization or consulting environment, including working with stakeholders to understand and clarify their people research needs, and communicating analyses to technical and non-technical audiences

  • Experience managing and analyzing structured and unstructured data

  • Experience communicating technical results to technical and non-technical audiences

  • Experience operating in a consultative capacity with stakeholders

  • Experience defining a roadmap of data requirements, metrics reporting, and research to drive insights

  • Experience in communicating and weaving together multiple data sources and deliver insights to stakeholders

  • Knowledge of statistical analysis (e.g., descriptive statistics and knowledge with statistical significance), quantitative research, and experience gathering and interpreting data

PREFERRED QUALIFICATIONS

  • 3+ years of experience applying multivariate statistical methods to people research problems in organizations

  • 5+ years of progressive consulting or corporate work experience focused on using data to uncover insights that drive action and communicating analyses to technical and non-technical audiences

  • Relevant experience includes analytics, management consulting, sales operations, finance, compensation, or related fields

  • People management experience

  • Experience developing tools, conducting empirical research, practical implementation, knowledge of best practices in at least two of the following areas: employee engagement, performance management, diversity, compensation (e.g., pay equity), or retention

  • Experience conceiving, developing, running pilot tests, implementing, and continuously improving large-scale people processes

  • Experience managing and analyzing structured and unstructured data with R and SQL

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