Principal Compensation Partner, PagerDuty

• The ideal candidate will have proven experience in successfully collaborating cross-functionally with HR Business Partners and business leaders to lead the design and implementation of broad-based compensation programs globally
• Minimum 8 years experience as a compensation professional, with a mix of experience as a direct partner to the business and as a program manager and/or analyst, primarily for a global organization; or transferable relevant experience
• Ability to successfully lead by influence, work independently with high-level guidance, and meet deadlines in a fast-paced, dynamic environment
• Proven experience successfully managing large, cross-functional projects
• Excellent communication skills, both verbal and written, with the ability to present and translate complex data and insights in consultation to diverse stakeholders
• Critical and curious thinker with a focus on data-driven recommendations, automation attention to detail, accuracy, and confidentiality
• Proven ability to effectively collaborate and influence outcomes while not being directly responsible for final decisions
• Familiarity with HRIS systems,reporting tools and/or using AI or automation tools
• Strong global knowledge of labor laws, regulations, and industry standards related to compensation and HR analytics
• We encourage you to submit your resume even if you don't meet every requirement. We value potential and consider each candidate's full professional story

Desirable

• PagerDuty is seeking a Principal Compensation Partner to join our diverse, customer-focused team! As Principal Compensation Partner, you will report to and partner closely with the Director of Global Compensation to build and refine PagerDuty’s global broad-based compensation programs to better attract and retain key talent, as well as align with the business’s strategic and financial goals
• You will be empowered to identify opportunities and execute efforts to improve our service delivery model and content, and to scale and automate our processes
• Partner with the Director of Compensation to design, implement, and regularly evaluate PagerDuty's global compensation programs and processes, including base pay and incentive programs, salary range and job title frameworks, career architectures and merit/promotion guidelines
• Collaborate and consult with senior leadership and HR Business Partners to create solutions and ensure that compensation programs meet the demands of the ever changing talent and economic market and are competitive
• Provide day-to-day guidance to HRBPs, Recruiters, and people leaders on exception requests and pay decisions
• Act as the project manager and key contributor to the compensation review/merit process
• Network with industry peers to evaluate trends to ensure market competitiveness of all programs and offerings
• Partner with our Executive Compensation Partner on long-term incentive/stock compensation market evaluation and administration and other executive compensation matters as needed
• Ensure accuracy and integrity of HR data by partnering with the People Operations and HRIS teams to conduct regular audits and quality control measures, implementing automation of audits to reduce manual work
• Provide occasional mentoring to other members of the Compensation and broader Total Rewards team