Principal Compensation Partner
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. 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.
Important note: While this role is posted as remote, candidates who are located near one of our hub locations (San Francisco, Atlanta, or Toronto) will be given preference.
KEY RESPONSIBILITIES:
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.
BASIC QUALIFICATIONS:
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.
An 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
PREFERRED QUALIFICATIONS:
Experience in a high tech public B2B SaaS organization.
Hands-on experience with Workday HCM and Advanced Compensation, particularly as it relates to administering a compensation review processPrevious experience successfully managing companywide compensation review and planning cycles
Experience designing and implementing a new or redesigned job architecture and related compensation framework
Knowledge of global statutory compensation requirements..Expertise in statistical analysis, data modeling, and visualization techniques.Experience as an agent in an HR support ticketing system, as we use Jira for intake of most requests.
The base salary range for this position is 133,000 - 201,000 CAD. 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.
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Principal Compensation Partner
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. 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.
Important note: While this role is posted as remote, candidates who are located near one of our hub locations (San Francisco, Atlanta, or Toronto) will be given preference.
KEY RESPONSIBILITIES:
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.
BASIC QUALIFICATIONS:
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.
An 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
PREFERRED QUALIFICATIONS:
Experience in a high tech public B2B SaaS organization.
Hands-on experience with Workday HCM and Advanced Compensation, particularly as it relates to administering a compensation review processPrevious experience successfully managing companywide compensation review and planning cycles
Experience designing and implementing a new or redesigned job architecture and related compensation framework
Knowledge of global statutory compensation requirements..Expertise in statistical analysis, data modeling, and visualization techniques.Experience as an agent in an HR support ticketing system, as we use Jira for intake of most requests.
The base salary range for this position is 133,000 - 201,000 CAD. 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.