About this role
The Workforce Planning (WFP) Analyst role is a high-impact position at the intersection of Finance, Strategy & Operations, and People Operations. You will drive the transformation of workforce planning in Cloud, to help manage one of Google’s largest expenses and drive sustainable growth. You will play a key role in effective budget management, business reviews, and process transformations across multiple Cloud leaders and functions.
Individual pay is determined by factors including job-related skills, experience, and relevant education or training.
US: $116000 - $166000 (USD) + 15% bonus target + equity + benefits
Learn more about benefits at Google (https://www.google.com/about/careers/applications/benefits/).
Minimum qualifications:
- Bachelor's degree in Business, Finance, Economics, Statistics, or another quantitative field, or equivalent practical experience.
- 4 years of experience in financial planning and analysis (FP&A), consulting, or a related function.
- Experience executing full-cycle FP&A functions (e.g., budgeting, forecasting, variance analysis, modeling).
Preferred qualifications:
- 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 utilizing workforce planning tools, advanced analytics, and automation to streamline headcount forecasting and solve capacity constraints.
- 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 (HC) and Payroll cost planning, forecasting, and complex 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, balancing headcount capacity tradeoffs where priorities overlap.
- Establish a highly accurate enterprise workforce data foundation and leverage internal automation tools to streamline workflows and deliver actionable planning guidance.