Senior Compensation Partner

Senior Compensation Partner

PagerDuty, Inc. (NYSE : PD) is a global leader in digital operations management. Trusted by nearly half of both the Fortune 500 and the Forbes AI 50, as well as approximately two-thirds of the Fortune 100, PagerDuty is essential for delivering always-on digital experiences to modern businesses.

Ready to make a real impact at an industry leading company? PagerDuty is looking for a Senior Compensation Business Partner to join our high-performing Compensation team. In this pivotal role reporting to the Director of Compensation, you'll collaborate closely with senior leaders, HR business partners, and Talent Acquisition to deliver strategic, data-driven compensation guidance that shapes our business and supports our people. You'll be the go-to expert partnering with our HRIS team on the Compensation Review process, ensuring Workday and processes are seamless, intuitive, and aligned with our program goals. This is your chance to lead high-visibility projects, drive continuous improvement, and help us attract, motivate, and retain world-class talent as we scale. If you bring deep compensation expertise, a knack for project management, and top-notch communication and problem-solving skills, we want to hear from you!

PagerDuty is a flexible, hybrid workplace. We embrace and encourage in-person working as an integral part of our culture. Both our employees and external research tell us that co-located collaboration strengthens connections, drives innovation, and accelerates learning.

This role is expected to come into our San Francisco office 2 times per week, so you can thrive in your new role and fully embrace being a Dutonian!

Key Responsibilities

• Partner with total rewards leadership and HRBP team on strategy by providing recommendations based on comprehensive analysis of trends and industry best practices.
• Provide strategic consulting and advising to varying internal group leaders and partners on complex compensation-related matters.
• Lead the systems workstream of the compensation review process in partnership with the HRIS and Compensation teams, using Advanced Compensation in Workday.
• Independently facilitate annual cycle Compensation Review meetings with senior leaders, sharing key insights and findings from analyses and providing guidance on complex matters.
• Provide strategic compensation consulting and thought leadership on internal / external offers for assigned business leaders and functions in close partnership with HR Business Partners and Talent Acquisition.
• Develop and implement comprehensive employee / leader communication, engagement materials, and education strategies regarding compensation programs.
• Lead the submission and participation in annual and ad-hoc market-based compensation surveys, using data analysis and modeling techniques to assess results and market trends.
• Conduct complex job evaluations, analysis, and job pricing as well as review the work of other compensation team members to ensure accuracy and consistency, in alignment with our policies and practices.
• Document and continually improve and automate compensation processes and practices, ensuring they align with evolving business needs and regulatory requirements.
• Collaborate with HR Business Partners to develop and maintain career architectures for assigned groups, ensuring alignment with business strategy.
• Advise management on applicable country, state, and federal employment regulations, compensation policies, and processes, ensuring compliance and best practices.

Basic Qualifications

Preferred Qualifications

The base salary range for this position is $114,000 - $191,000 USD. This role may also be eligible for bonus, commission, equity, and / or benefits.

Our base salary ranges are determined by role, level, and location. The range, which is subject to change based on primary work location, reflects the minimum and maximum base salary we expect to pay newly hired employees for the position. Within the range, we determine pay for an individual based on a number of factors including market location, job-related knowledge, skills / competencies and experience.

Your recruiter can share more about the specific offerings for this role, as well as the salary range for your primary work location during the hiring process.