About this role
PagerDuty (NYSE:PD) is a leader in Digital Operations Management. In an always-on world, organizations of all sizes trust PagerDuty to help them deliver a perfect digital experience to their customers, every time. Teams use PagerDuty to identify issues and opportunities in real time and bring together the right people to fix problems faster and prevent them in the future. Over 13,000 organizations (including 60 of Fortune 100) rely on PagerDuty to succeed with Digital Transformation, Cloud Migration, and DevOps Modernization. Notable customers include GE, Cisco, Genentech, Electronic Arts, Cox Automotive, Netflix, Shopify, Zoom, DoorDash, Lululemon and more. We are expanding rapidly as a platform for Digital Operations Management using AI/ML and Automation and growing our adoption by Development, IT, Customer Service, Security, and other teams across the organization.
PagerDuty is seeking a Senior HR Business Partner, to grow our culture of innovation and scale our award-winning team. As an integral member of this global team, you will assess, coach, and influence our talent and people leaders while modeling our values with integrity and optimism. This role is a dynamic, hands-on partnership for someone ready to thrive in a fast-paced, hyper-growth environment.
This role is expected to come into the San Francisco office 2 days per week as part of PagerDuty’s hybrid work model, so you can thrive in your new role and fully embrace being a Dutonian!
Key Responsibilities
Client Leadership Support (40%)
• Partnering with Management teams to execute HR Programs and initiatives and drive employee engagement and retention
• Assessing organizational health and effectiveness on a regular basis and identify opportunities to drive improvements and efficiencies
• Utilizing people metrics to drive key insights/decisions around growth and retention to help support the leadership teams
• Collaborating with the leadership and managers on organizational change initiatives, people/performance decisions, actions, talent management development, employee engagement, communication, and program rollouts
• Lead coaching and feedback efforts and make recommendations based on a combination of past experiences and in-depth knowledge.
• Partnering with other departments and teams in the organization in order to solidify open communication, consistent collaboration and effective workflow for all operations/strategic purposes
AI-Driven HRBP Transformation (20%)
• Drive AI Adoption: Support the evaluation, piloting, and deployment of AI/ML tools for the People org, that will automate high-volume HRBP activities, such as performance cycle summary generation and organizational health assessments.
• Process Optimization: Proactively review and document HRBP workflows, identifying high-friction processes, design and document scalable, AI-augmented solutions to maximize efficiency and reduce administrative burden.
• Strategic People Analytics: Collaborat