Senior Manager, Strategic Workforce Analytics

GoDaddy

4h•Remote

About The Position

At GoDaddy, we are looking for a Senior Manager, Strategic Workforce Analytics to join our team! This role delivers workforce analytics and AI-enabled insights for People Operations. You will build trusted reporting and analysis on headcount, org design, compensation, and key talent outcomes, and turn recurring questions into repeatable tools and automated reporting. You’ll work closely with HRBPs, Total Rewards, Finance, Legal, and HR Technology to improve workforce planning and decision-making while protecting and managing data with integrity!

Requirements

7+ years in people/workforce analytics, analytics engineering, compensation analytics, or workforce planning, with a track record of leading and delivering production-grade analytics products used by senior leaders
Experience with HCM platforms (Workday preferred) and people data warehouses/lakes, including effective-dated data, dimensional modeling, and privacy/security controls (access, encryption, audit trails)
Demonstrated experience using AI tools and building agents or automated workflows to improve efficiency in analytics and reporting processes
Experience building and maintaining visual analytics platforms- Tableau, Power BI, QuickSight (preferred) and advanced Excel models, with a focus on usability, automation, and data accuracy
Must be available to work US time zones to support business/key collaborator priorities and meetings as workload may vary significantly given special projects
Strong analytical and problem-solving skills; ability to translate ambiguous questions into well-scoped analyses, clear assumptions, and actionable recommendations.
Proven partner management and influencing skills—able to align business partners on definitions, priorities, and delivery under tight timelines

Responsibilities

Review and analyze core workforce data (employee, position, org, job, location, cost center) to ensure headcount and movement reporting is consistent and reliable
Deliver workforce planning and org efficiency analyses (spans and layers, internal turnover risk, internal mobility, location strategy) and translate results into executive-ready recommendations
Implement data collection and validation to support corporate reorgs, restructurings, RIFs, and M&A/divestiture/integration activities, including severance calculations, outcome assessment analyses, and scenario modeling (timing, cost, spans/layers, talent risk) working closely alongside People Ops, Finance, and Legal
Develop and automate workforce dashboards and planning views (headcount, hires, exits, internal moves, vacancies, and cost-related views where available) with clear definitions and dependable refresh
Turn recurring People Ops questions into detailed analytics and tools—standard reports, dashboards, and simple AI-assisted workflows that help teams move faster and make better decisions
Deliver recurring and ad hoc compensation and workforce analytics (headcount, movement, comp-cycle outcomes, equity/bonus participation, pay mix, market data/salary range development, cohort trends) to People Ops leadership, HRBPs, and business leaders
Build and maintain dashboards and self-service reporting with automated refresh so collaborators can access timely, trusted insights
Use data and AI to spot patterns and forecast workforce trends (e.g., attrition risk, internal moves, hiring funnel performance, time-to-fill), and turn those insights into practical actions and tools for People Ops
Turn business questions into clear analysis, then summarize the “so what” for leaders—what the data shows, what it means, and what decisions or actions it supports
Support pay transparency and global reporting requirements by producing accurate, well-defined reporting outputs aligned to privacy and compliance standards
Gather, validate, and analyze compensation data to complete pay equity analyses, including running models, identifying gaps, and supporting remediation and reporting requirements in partnership with People Ops, Finance, and Legal
Build and maintain global benefits cost models, aligning assumptions, forecasts, and reporting outputs to Finance planning cycles
Involved with People Ops special projects or peer review as needed

Benefits

We offer a range of total rewards that may include paid time off, retirement savings (e.g., 401k, pension schemes), bonus/incentive eligibility, equity grants, participation in our employee stock purchase plan, competitive health benefits, and other family-friendly benefits including parental leave.
We also embrace our diverse culture and offer a range of Employee Resource Groups (Culture).
Have a side hustle? No problem. We love entrepreneurs!
Most importantly, come as you are and make your own way.

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