Cloud Workforce Planning Analyst, Google Cloud Finance

Google•Kirkland, WA

12h•$116,000 - $166,000

About The Position

The Workforce Planning Analyst is a high-impact role at the intersection of Finance, Strategy & Operations, and People Operations. The role drives the transformation of workforce planning in Google Cloud to help manage a major expense and support sustainable growth. It contributes to budget management, business reviews, and process transformations across multiple Cloud leaders and functions.

Requirements

Bachelor's degree in Business, Finance, Economics, Statistics, or another quantitative field, or equivalent practical experience.
Four years of experience in financial planning and analysis (FP&A), consulting, or a related function.
Experience executing full-cycle FP&A functions, such as budgeting, forecasting, variance analysis, and modeling.

Nice To Haves

Experience in FP&A, strategy, or workforce planning, managing enterprise-scale budgets and large global workforces.
Experience leading workforce strategies, structuring headcount datasets, and delivering talent recommendations to executives.
Experience advising C-suite leadership and building partnerships across People Operations, Strategy & Operations, and Finance.
Experience navigating shifting business priorities, challenging traditional headcount models, and maximizing the return on talent investments.
Experience using workforce planning tools, advanced analytics, and automation to streamline headcount forecasting and solve capacity constraints.

Responsibilities

Serve as the primary Workforce Planning business partner and strategic advisor to Cloud executive leadership, translating investment priorities into capacity models.
Synchronize Google Cloud headcount and payroll cost planning, forecasting, and complex planning cycles (LRP/AOP), bridging internal Finance teams with external Operations partners.
Lead productivity analysis and AI-driven modeling across Go-To-Market and Engineering organizations to optimize global talent distribution.
Develop measurable workforce scorecards that translate executive growth strategies into metrics and balance headcount capacity tradeoffs where priorities overlap.
Establish an accurate enterprise workforce data foundation and use internal automation tools to streamline workflows and deliver actionable planning guidance.