Job Description 1: People Analytics Manager at HR Facebook
published by , on 03/08/2011

Door Luk Smeyers (partner iNostix)

In the coming months, we will publish a few job descriptions of positions in the HR Analytics functional area. Hope you will be able to learn from it and achieve a better understanding of what the HR Analists’ mandate could be in your company. In May 2011, Facebook was looking for a People Analytics Manager, an authority in the field of workforce intelligence and organizational design to own the end-to-end architecture and delivery of their predictive analytics and HR data reporting. Here’s what the Facebook HQ HR team was looking for (California based):

“We are looking for someone to build and lead this new function, a visionary who gets excited about using data insights to drive HR related business decisions at all levels. The right candidate thrives on blazing new paths in employee related research, developing complex modeling that serves business needs, and helping HR maximize the company’s investment in people. As the first ever role in HR completely dedicated to people analytics, your role will be to partner with the HR Technology team to build systems infrastructure required to collect and analyze HR data, offer actionable analysis and reporting to managers and executives, and interface with HR and other business functions to serve their data needs.”


– We’re a small and dynamic team which requires this role to play at all levels
– Build an HR business intelligence function at Facebook
– Provide thought leadership on the complete cycle of talent analytics, from sourcing and interviewing candidates to managing attrition
– Evaluate effectiveness of all HR and Recruiting investments and programs (e.g., new hire orientation, training, compensation, performance management)
– Talent planning: forecasting future talent needs of business areas
– Supply and demographic analysis: forecasting availability of right talent for business needs
– Talent management: own all internal employee research (surveys, focus groups, etc)
– Partner with the executive team, HR Business Partners, Recruiting, HR Communications, Compensation, Benefits, and other functions to understand and deliver on their data needs: from standard reporting, workforce planning support, to executive level analysis and recommendations
– Partner closely with HRIS and IT to build the required system functionality to collect, analyze and present data
– Provide coaching and training on use and interpretation of metrics
– Manage data and systems analysts


– 8-10 years of business intelligence, data mining or OD work at a leadership level
– Master’s degree in Accounting, Finance, Economics, Business, I/O Psychology or related field. Ph.D. degree strongly preferred.
– Demonstrable leadership in the field: publications, public speaking, research
– Demonstrable partnership and influencing skills
– Exceptional analytical skills, mastery of business intelligence or related discipline
– Experience working in high-growth, performance focused environments a plus
– Ability to work autonomously and lead large scale projects in fast paced matrix organizations
– Excellent executive presentation skills: ability to distill and present actionable information from complex research
– Strong and recent experience in statistical analysis software (e.g., SPSS, Excel)
– Expert knowledge of quasi-experimental and applied research design, including multivariate statistical analysis

P.S. Luk Smeyers is tevens de docent van de Urich Masterclass (halve dag) op 15/9/2011 (12.15 u – 17.15 u ). Meer info & inschrijving:

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