VP Total Rewards & People Operations

In the context of continuing growth and innovation, PagerDuty is seeking a strategic and experienced Vice President Total Rewards & People Operations. This leader, in partnership with the Chief People Officer and business leaders, will build a creative, business-oriented, best-in-class Total Rewards and People Operations strategy and team, which includes Compensation, Benefits, Immigration, Mobility, People Operations, and HR analytics. They will create and evangelize one clear, holistic strategy that aligns with the company’s goals, helping us attract and retain talent to deliver successful outcomes for our customers and other stakeholders and maximizing employee productivity, engagement, and retention at PagerDuty globally. The Leader is also responsible for providing counsel and recommendations to the Senior Leadership team and Compensation Committee of the Company’s Board ofDirectors. 

The overall charter will include: 

Creating one holistic Total Rewards philosophy, strategy, and programs across the organization.  Leading the Total Rewards and People Operations function in support of business segment leaders to help them attract and retain the talent they need to deliver on their goals, and help them understand the tools at their disposal to do so. Leading change management initiatives while also ensuring the function is consultative to business leaders.  Ensuring alignment of rewards practices with the broader people and business strategies, culture and values.  Continuing the build-out and development of a multi-functional team of strategic and innovative professionals created leading tech-enabled solutions.

How you will make an impact:

Own and drive PagerDuty’s Total Rewards strategy and roadmap Align with Executive Leadership and the Compensation Committee on strategic plans and directions related to total rewards and people operations, specifically designing, developing, implementing, administering and maintaining a global competitive compensation structure, incorporating and linking global compensation best practices, policies and procedures to attract and retain talent. Provide consultative thought leadership to the human resources community and business leaders on the compensation philosophy, pay decisions, pay guidelines, policy and guideline interpretation and job evaluation including the design of creative solutions to specific compensation-related challenges. Perform and manage market analysis including competitive market position. Establish benchmarking and market pricing standards and develop salary structures for job families. Identify trends and make recommendations. Analyze, design, implement and administer cash and equity strategy and programs, including base pay, short-term and long-term incentives. Responsible for Executive program strategy, design and implementation, and coordinating/drafting relevant disclosures (e.g. CD&A). Manages Compensation Committee (Board of Directors as appropriate) related matters, working closely with our external executive compensation consultants, and prepares/coordinates/presents relevant materials with internal and external stakeholders. Leverage technology and data to build world-class hire-to-retire, analytics, and operations teams that create an environment for employees to do the best work of their lives. Simplify processes and methodologies to drive efficiencies and develop insights globally. In partnership with Legal and other internal HR functions, ensure overall equity and diversity compliance globally. Manage EEO/AA compliance to include preparation, enforcement, and communication of Affirmative Action Plans and programs and timely required filings such as EEO-1 and Vets-100. Lead the design, strategy, annual planning and implementation of the company’s global benefit programs, including Health and Welfare, 401(k)/Retirement, Time-off programs, Executive Benefits, Voluntary Benefits, and Wellness initiatives. Ensure that our benefits programs and their administration incorporate best-in-class knowledge and practices (including change management) to deliver a world-class employee experience. Monitor trends and legislative and business changes for impact on total rewards and ensure legal compliance for global total rewards programs. Partner effectively with the Legal team to address upcoming or anticipated legislative changes. Evaluate and provide thought leadership with Legal regarding (e.g., contracts, purchases, vendor services) that impact compensation and benefits-related matters. Lead transformational change, managing stakeholders, achieving buy-in among disparate audiences, and delivering results in various settings and amidst challenges. Coach and develop leaders and direct reports with proven results. Provide counsel to the Chief People Officer and Executive leadership regarding all total rewards decision-making.

Pivotal Experience & Expertise:

Strategic Total Rewards & People Ops Leadership: Must have a successful track record of leading a best-in-class total rewards function, ideally within a publicly traded technology company.  Demonstrated Results in Strategy and Execution in Fast-Paced, Complex Environments: Must have experience thinking creatively and strategically to develop compensation and benefits strategies, with demonstrated results in driving talent engagement and retention. Ability to adapt to change, overcome external/environmental challenges, and deliver results in a fast-paced environment. Business & Financial Acumen: Strong business acumen, financial, analytical and critical thinking skills, attention to detail and accuracy. Ability to align Human Resources incentives with overall business strategies in unique and creative ways. Executive Compensation & Board/Compensation Committee Experience: Expert knowledge in Executive Compensation. Has successfully prepared and presented matters to the Compensation Committee and/or the Board of Directors. Proven ability to act as thought leader and advisor to CHROs, CEOs, and business leaders, with the ability to proactively tailor presentations to the appropriate level of each key stakeholder (employees, executives, Board, etc.).

Leadership & Management Characteristics:

Strategic Thinking & Results-Orientation: The leader will possess superior learning agility and intellectual curiosity with the ability to inspire creative thinking at all levels of the organization. They will bring together strategy and execution, with a vision, a plan, and an ability to drive (and coach others to drive) results. Innovation & Change Management: The leader will play a critical role in driving innovations that will have an impact on culture and people in facilitating and creating a road map for change. They will be expected to have guided organizations through business growth, while maintaining a culture of innovation and high performance. Collaborative Approach: The leader will be a relationship-builder who works collaboratively at all levels of the organization to enhance effective human capital programs aligned with ambitious business goals. They will be working with the executive team to inspire trust and confidence across the organization. They will be a strategic partner to all business and functional leaders. Team Builder & Inspiring Leader: Not only lead an engaged, focused, and innovative team, but also create an overall organizational culture of high-performance, collaboration, engagement, and innovation. Demonstrated passion for developing innovative solutions, driving change, and taking organizations to a new level of growth and world-class performance. The successful candidate must possess unquestionable character and integrity.