Minimum qualifications:

• Bachelor's degree in statistics, economics, psychology, sociology, another field that uses quantitative analysis, or equivalent practical experience.
• 4 years of experience in quantitative or qualitative analysis.
• Experience using data from businesses to conduct statistical analyses and test hypotheses (e.g., correlation, regression, factor analysis, t-test, ANOVA).
• Experience managing multiple projects, workstreams, and client relationships.

Preferred qualifications:

• Master’s or PhD in Industrial-Organizational Psychology, Organizational Behavior, or Human Resources.
• Fluency in psychometrics (item development, assessment validation, etc.).
• Experience in HR process or systems design.
• Experience using quantitative and qualitative research methods to provide insight into a problem/issue, answer questions, or to guide solutions.
• Excellent business acumen and the ability to connect performance management to business needs.
• Attention to detail and ability to thrive in an ambiguous environment.

About the job

At Google, data drives all of our decision-making, and our HR organization is no exception. The People Analytics team acts as an internal innovation lab, using analytical approaches to make sure Google continues to be a great place to work. The team provides critical support to the business around issues of organizational health and is responsible for not just taking the pulse of our Googlers, but harnessing Googler feedback to drive change for the better. As an analyst you'll be detail-oriented and conscientious, analytical and curious. You're a strong problem-solver, who uses both quantitative and qualitative methods to get things done. And on top of it all, you're someone who wonders "What if?" and then seeks out the solution.

Our Performance Management process allows for the fair and consistent measurement of Googlers’ contributions and impact, and provides a platform to give and receive feedback in service of their development. It’s a complex process that is ever-evolving -- and you will help with that evolution.

In this role, you’ll have the opportunity to hone your research, analytic, and design skills while gaining exposure to multiple departments across Google. You will own the research and design of one of our four pillars of performance management - Goal setting, Feedback and Development, Evaluation, or Promotion, and will partner with the rest of the Performance Design team as well as collaborators across People Operations and Google to drive towards solutions. You’ll solve complex problems which require strategic thinking and innovation, and you’ll leverage internal and external research to drive change.

Great just isn't good enough for our People Operations team (known elsewhere as "Human Resources"). We bring the world's most innovative people to Google and provide the programs that help them thrive. Whether recruiting the next Googler, refining our core programs, developing talent, or simply looking for ways to inject some more fun into the lives of our Googlers, we bring a data-driven approach that is reinventing the human resources field. You’ll play an essential role advancing a more diverse, accessible, equitable, and inclusive Google through our hiring, promotion, retention, and inclusion practices.

Responsibilities

• Own a portfolio of design work focused on aspects of performance management. You’ll devise innovative approaches using your judgment (navigating the “grey area” between different rules, priorities, precedent, etc.), and anticipate upstream and downstream paint points, as well as the impact of solutions.
• Utilize academic research as well as qualitative, and quantitative research methods to inform experiments/pilots and ensure solutions address the needs of both Googlers and Google.
• Keep the team organized by designing and iterating on the project plan for your portfolio of work.
• Stay productive and work autonomously in an ambiguous, changing work environment (e.g., create structure, identify underlying client needs, develop and stick to deadlines).
• Build outstanding relationships and collaborate with teammates, Googlers, managers, business leaders, and HR clients to solve organizational problems.