Senior Compensation Partner, PagerDuty

• 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!
• 6+ years of progressive experience in compensation, total rewards, or a related HR discipline, including direct partnership with internal clients and cross-functional teams
• Advanced proficiency in Google Sheets and Excel, including building complex formulas, automating workflows, and analyzing large data sets
• Hands-on experience with Workday, including collaborating with HRIS teams and translating business needs into system requirements
• Strong analytical, problem-solving, and communication skills, with the ability to present insights to both technical and non-technical audiences

Desirable

• At PagerDuty, you'll tackle complex problems, collaborate with kind and ambitious people, and help build a more equitable world—all in a flexible, award-winning workplace
• 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
• 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, including
• 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