Okay, I've searched for full-time Data Analyst positions in People Analytics in New York, NY, requiring 5+ years of experience and skills including SQL, Tableau, and Python. I have found 152 positions for you.

Sure. Here's the analysis:

Job Analysis:

This Data Analyst - People Analytics role at Meta fundamentally centers on transforming complex employee and organizational data into actionable insights that directly shape business and HR strategies. Beyond routine number crunching, the role requires a consultative mindset—partnering with multiple stakeholders including HR leaders and business executives—to influence decisions that affect workforce planning, talent management, and organizational effectiveness. The emphasis on cross-functional collaboration highlights that this person will operate at the nexus of data science, business strategy, and human resources, requiring a deft ability to juggle multiple projects while maintaining a strategic lens on impact. Technical expertise in SQL, Python/R, and Tableau is critical, but the real challenge is storytelling with data: distilling high-volume, sensitive people data into clear, compelling narratives that resonate with both technical teams and senior leaders. Managing confidentiality with discretion further adds complexity due to the sensitive nature of people analytics. Success in this position over the first 6–12 months would likely look like the delivery of scalable analytical solutions and dashboards that proactively guide HR and leadership priorities, alongside building trusted partnerships across Meta’s diverse teams. The combination of advanced data skills, program management, and influencing at the executive level defines the role’s high-impact nature.

Company Analysis:

Lensa operates at the intersection of AI-driven recruitment technology and career development, leveraging machine learning to reshape how candidates and companies connect. As a growing innovator in the internet space, the company’s culture likely values data-driven innovation, agility, and a strong mission focus on enhancing job search experiences through personalization and efficiency. This tech-centric, user-first approach hints at an environment that encourages creative problem-solving and continuous learning, with a clear dedication to leveraging data science at scale. The presence of a sizable R&D team in Europe alongside multi-location U.S. operations suggests a dynamic, collaborative environment that bridges global expertise. For someone stepping into this role, especially at Meta as the client employer, understanding the nuances of both people analytics and cutting-edge tech-enabled talent solutions is advantageous. The role fits strategically as a critical connector: enabling better HR decision-making by translating data into strategy at a company that champions innovation and scale. Long-term, excelling means blending strong technical acumen with a clear appreciation for the company’s commitment to treating candidates (and employees) as individuals, ensuring that workforce insights drive equitable, effective business outcomes.

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

• Tell me about a time when you had to manage multiple complex data analysis projects simultaneously. How did you prioritize and ensure timely delivery?
• Describe an instance where you translated technical data findings into a presentation for a non-technical executive audience. What approach did you take?
• Can you share a situation where you worked with sensitive or confidential data? How did you ensure discretion and maintain trust?
• How have you partnered with HR or business leaders to influence people strategy through data? What was the outcome?
• What strategies do you use to validate hypotheses when working with large, potentially noisy people data sets?
• Walk me through your process of building a dashboard that tracks success metrics for HR initiatives. Which tools and features do you leverage most?
• How would you approach building a scalable analytics solution for a global company with diverse organizational units and stakeholders?
• Imagine you discover a conflicting data trend between headcount reports and turnover data across teams. How would you investigate and communicate this finding?
• If a senior leader challenges the insights you present, how do you respond and maintain credibility?
• Why are you interested in the Data Analyst - People Analytics role at Meta, and how do you see yourself contributing to our people strategy?
• How do your personal values align with Meta’s commitment to inclusivity, privacy, and innovation in people analytics?
• What excites you about working at a company like Lensa, which emphasizes AI-driven career matching and talent acquisition?
• Can you describe how you would build trust with cross-functional teams and executives who are new to people analytics?
• What challenges do you anticipate in working with large-scale people data in a fast-paced tech environment, and how would you prepare for them?
• Questions for the interviewer: How does the People Analytics team at Meta measure impact and success beyond traditional HR metrics? What are the biggest challenges currently facing the team? How does collaboration typically work between people analytics and product or business teams at Meta?