Okay, I've searched for Data Analyst roles in People Analytics in Menlo Park, CA, full-time positions within the Internet industry, requiring 5+ years of experience and SQL skills. I have found 57 positions for you.

Sure. Here's the analysis:

Job Analysis:

This Data Analyst - People Analytics role at Meta is fundamentally about transforming complex people data into actionable insights that directly influence workforce strategy and broader business decisions. The candidate will serve as a strategic partner to HR and business leaders, using sophisticated data analytics and storytelling to shape decisions at the highest levels. The role demands not only technical expertise—proficiency with SQL, Python or R, Tableau, and advanced data modeling—but also the ability to manage multiple projects concurrently across diverse stakeholder groups. The emphasis on executive-level presentations and cross-functional influence signals that the successful candidate must be able to translate quantitative findings into clear, compelling narratives that inspire confidence and drive change. Handling sensitive employee data with discretion adds a layer of ethical and judgment complexity, making integrity and confidentiality critically important. Success in this role means delivering scalable solutions that measure and amplify the impact of people initiatives, while expertly navigating ambiguity, competing priorities, and ensuring alignment with business goals.

Company Analysis:

Meta is a global tech leader operating in a highly innovative and fast-paced environment, where data-driven decision-making is deeply embedded into the culture. This particular short-term role interfaces closely with Meta’s HR and People Analytics teams, aligning with the company’s mission to optimize human capital through rigorous measurement and strategic insight. Meta’s culture values bold problem solving, cross-functional collaboration, and storytelling with data, which aligns well with this role’s responsibility to influence executive leadership across multiple teams. The company’s leadership in internet technologies, combined with its commitment to diversity, equity, and innovation, suggests a workplace that challenges employees to think creatively while upholding high ethical standards. For a candidate, this means thriving on continuous learning, maintaining a proactive mindset, and embracing the responsibility of shaping people strategy in a complex, global context. Given Meta’s scale and market position, the role offers visibility but also expects a high degree of agility and ownership.

Absolutely. Here are some mock interview questions that could come up:

• Tell me about a time when you used data analytics to influence a strategic decision for leadership. What was your approach and what impact did it have?
• Describe how you manage multiple concurrent projects with cross-functional teams. How do you prioritize competing demands?
• Can you share an example where you had to handle sensitive or confidential people data? How did you ensure privacy and discretion?
• How do you approach storytelling with data when presenting complex analytics to non-technical executives?
• Explain your experience with SQL and data modeling. How have you used these skills to create scalable solutions?
• What techniques do you use in tools like Python or R to automate data analysis pipelines?
• Walk me through your process for developing an executive-level dashboard using Tableau. How do you ensure it’s both insightful and user-friendly?
• Imagine a scenario where an HR leader questions the validity of your analysis. How would you address their concerns while maintaining a collaborative relationship?
• If you identified a trend in turnover data that could signify a broader organizational risk, how would you communicate this to senior HR leaders?
• What motivates you to work in people analytics at a company like Meta, known for its innovative culture and large scale?
• How do you ensure your work reflects Meta’s values of diversity, equity, and inclusion when analyzing people data?
• Why do you believe data-driven insights are important for workforce strategy and what excites you most about this role?
• What are some challenges you anticipate in translating quantitative HR data into business impact and how would you overcome them?
• Can you describe a time when you had to build trust with stakeholders at various organizational levels to gain insights or buy-in?
• What questions do you have about the team structure or the company’s approach to people analytics here at Meta?