Sr. Manager, People Data Governance

Company Description

LinkedIn is the world's largest professional network, built to create economic opportunity for every member of the global workforce. Our products help people make powerful connections, discover exciting opportunities, build necessary skills, and gain valuable insights every day. We're also committed to providing transformational opportunities for our own employees by investing in their growth. We aspire to create a culture that's built on trust, care, inclusion, and fun – where everyone can succeed.

Join us to transform the way the world works.

Job Description

This role will be based in Bellevue, Chicago, Carpinteria, Detroit, New York City, Omaha, Sunnyvale, San Francisco, or Washington, D.C

At LinkedIn, our approach to flexible work is centered on trust and optimized for culture, connection, clarity, and the evolving needs of our business. The work location of this role is hybrid, meaning it will be performed both from home and from a LinkedIn office on select days, as determined by the business needs of the team.  

At LinkedIn, our People Analytics team empowers leaders to make better, faster, and more informed workforce decisions through trusted data, scalable reporting, and actionable insights. We partner across Human Resources, Talent Acquisition, HR Technology, Finance, and business leadership to build data products and analytics solutions that improve the employee experience and drive business outcomes.

We are seeking a Senior Manager, People Data Governance to lead enterprise data governance efforts across the People Analytics ecosystem. This role will be responsible for developing governance strategies, establishing operating frameworks, and driving adoption of standards that ensure people data is trusted, secure, compliant, and ready to support reporting, analytics, automation, and AI-enabled capabilities. The role will partner closely with HR Technology, Data Engineering, Privacy, Security, Legal, and business stakeholders to improve data quality, stewardship, accessibility, and accountability across the employee data lifecycle.

Responsibilities

• Lead the strategy, roadmap, and execution of people data governance initiatives across People Analytics and related HR data domains.
• Define and operationalize governance frameworks for data ownership, stewardship, metadata management, lineage, access governance, and lifecycle management.
• Establish standards, policies, and operating procedures that improve data quality, consistency, reliability, and usability across people data assets.
• Partner with HR Technology, Data Engineering, Legal, Privacy, Security, and business stakeholders to align governance practices with enterprise requirements.
• Develop and maintain business glossaries, data definitions, stewardship models, and governance operating processes.
• Drive data quality initiatives, including issue identification, monitoring, remediation workflows, and governance reporting.
• Lead metadata, cataloging, lineage, and data discovery efforts that enable trusted self-service analytics.
• Partner with technical teams to embed governance standards within data platforms, reporting environments, and data products.
• Support governance of sensitive employee data through classification standards, access controls, and compliance-related processes.
• Create training materials, documentation, and stakeholder engagement plans that promote governance adoption across the organization.
• Influence leaders and stakeholders to strengthen accountability for data quality, stewardship, and governance outcomes.
• Contribute to People Analytics transformation initiatives that support workforce planning, reporting modernization, automation, and AI-enabled solutions.

Qualifications

Basic Qualifications

• BA/BS degree in Computer Science, Information Systems, Analytics, Data Management, Engineering, Business, or a related field, or equivalent practical experience.
• 8+ years of experience in data governance, data management, analytics, business intelligence, data engineering, or related disciplines.
• 3+ years of experience leading enterprise data governance initiatives, data quality programs, or cross-functional data transformation efforts.
• Experience developing and implementing governance frameworks covering data ownership, stewardship, metadata management, lineage, access controls, and data quality.
• Experience partnering with technical and business stakeholders to establish data standards, governance processes, and operating models.
• Experience utilizing SQL or similar data analysis tools to support data validation, issue investigation, and governance activities.

Preferred Qualifications

• Knowledge of governance practices supporting sensitive and highly regulated data domains.
• Background building trusted data foundations that support analytics, reporting, automation, and AI-enabled decision making.
• Familiarity with data catalog, metadata management, or governance platforms such as Microsoft Purview, Collibra, Alation, Atlan, Profisee, or similar solutions.
• Knowledge of cloud-based data platforms, modern data architectures, and enterprise analytics ecosystems.
• Background supporting data quality frameworks, observability programs, certification processes, and remediation workflows.
• Ability to define enterprise metrics, business glossaries, governance standards, and stewardship operating models.
• Background evaluating upstream processes and identifying opportunities to improve data quality and analytics outcomes.
• Ability to communicate governance concepts to both technical and non-technical stakeholders.
• Demonstrated success building new programs and driving adoption across matrixed organizations.
• Background leading initiatives in complex, cross-functional environments.

Suggested Skills

• Data Governance
• People Analytics
• Data Quality Management
• Metadata Management
• Stakeholder Management

LinkedIn is committed to fair and equitable compensation practices.   ,

The pay range for this role is $148,000-243,000 . Actual compensation packages are based on several factors that are unique to each candidate, including but not limited to skill set, depth of experience, certifications, and specific work location. This may be different in other locations due to differences in the cost of labor.   

The total compensation package for this position may also include annual performance bonus, stock, benefits and/or other applicable incentive compensation plans. For more information, visit https://careers.linkedin.com/benefits. 

Additional Information

Equal Opportunity Statement 

We seek candidates with a wide range of perspectives and backgrounds and we are proud to be an equal opportunity employer. LinkedIn considers qualified applicants without regard to race, color, religion, creed, gender, national origin, age, disability, veteran status, marital status, pregnancy, sex, gender expression or identity, sexual orientation, citizenship, or any other legally protected class.

LinkedIn is committed to offering an inclusive and accessible experience for all job seekers, including individuals with disabilities. Our goal is to foster an inclusive and accessible workplace where everyone has the opportunity to be successful.

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Reasonable accommodations are modifications or adjustments to the application or hiring process that would enable you to fully participate in that process. Examples of reasonable accommodations include but are not limited to:

• Documents in alternate formats or read aloud to you
• Having interviews in an accessible location
• Being accompanied by a service dog
• Having a sign language interpreter present for the interview

A request for an accommodation will be responded to within three business days. However, non-disability related requests, such as following up on an application, will not receive a response.

LinkedIn will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by LinkedIn, or (c) consistent with LinkedIn's legal duty to furnish information.

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Pursuant to the San Francisco Fair Chance Ordinance, LinkedIn will consider for employment qualified applicants with arrest and conviction records.

Pay Transparency Policy Statement ​

As a federal contractor, LinkedIn follows the Pay Transparency and non-discrimination provisions described at this link: https://lnkd.in/paytransparency.

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Please use this link to access documents that provide information about how LinkedIn handles the personal data of employees and job applicants, as well as the E-Verify Participation Notice and the Department of Justice Immigrant and Employee Rights Section Right to Work posters: https://www.linkedin.com/legal/candidate-portal.