Senior Manager of Strategic Workforce Analytics, GoDaddy

• 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
• We encourage you to apply even if your experience or skillset doesn’t align perfectly with every requirement. We value a wide range of backgrounds and transferable skills, and we are excited to support learning and growth

Desirable

• 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!
• Strategic Workforce Planning and Org Analytics:
• 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
• Data Analytics and Reporting:
• 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