Job Description
PagerDuty is seeking a Senior Compensation Business Partner to join our Compensation team! As a Senior Compensation Business Partner you will leverage your advanced, in-depth professional knowledge and acumen to lead the day-to-day administration and strategic implementation of our compensation programs. You will also provide solutions to complex compensation-related issues, guiding the development of new policies, and serving as a key resource for both domestic and international compensation programs. This is an exciting opportunity as you will partner with senior leaders to ensure that our compensation strategies are aligned with company objectives and market best practices. The ideal candidate has strong compensation experience and excellent project management, communication, and problem-solving skills.
PagerDuty is a flexible, hybrid workplace. We embrace and encourage in-person working as an integral part of our culture. Both our employees and external research tell us that co-located collaboration strengthens connections, drives innovation, and accelerates learning.
This role is expected to come into our Toronto office 2 times per month, so you can thrive in your new role and fully embrace being a Dutonian!
KEY RESPONSIBILITIES
- Partner with Total Rewards COE’ Leadership and HRBP team on strategy by providing recommendations based on comprehensive analysis of trends and industry best practices.
- Provide strategic Compensation Business Partner support to varying internal group leaders on complex compensation-related matters.
- Lead and program manage the Annual Compensation Cycle process in partnership with the Compensation Team 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 advanced 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 in collaboration with Total Rewards COE Leadership.
- Oversee the submission and participation in 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.
- Manage and oversee the preparation of stock grant lists for CEO approval, including forecasting bonus payouts and assessing burn rate to ensure alignment with company financial goals and equity strategy.
- 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.
BASIC QUALIFICATIONS
- 6+ years of experience in Human Resources, with at least 4 years specifically focused on compensation
- Experience at a fast paced High-Tech company
- Proven experience with Workday
PREFERRED QUALIFICATIONS
- Knowledge of global statutory compensation requirements
- Experience in supporting multiple stakeholder groups (e.g. Sales, Finance, IT, etc)
- Knowledge of government regulations related to compensation programs, including EEOC, FLSA, and USERRA requirements
- Proven ability to work independently and make sound judgments on complex issues
The base salary range for this position is 98,000 - 138,000 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.