Pager
Sr Program Manager, Employee & Organizational Performance San Francisco
Pager, San Francisco, California, United States, 94199
Sr Program Manager, Employee & Organizational Performance
PagerDuty empowers teams of all kinds to do the critical work that moves business forward through the PagerDuty Operations Cloud.Visit ourcareers site
to explore life at PagerDuty, discover opportunities, and sign-up for job alerts!Are you hungry to have a big impact through career defining work? PagerDuty’s People Development team is seeking a passionate and innovative talent management expert to join our team! As our Sr People Development Business Partner II focused on Employee & Organizational Performance you will lead our performance management & talent planning strategy and portfolio of experiences. This involves the design, development and global execution of integrated talent strategies, processes and practices to support a culture of high performance, internal progression & mobility, and proactive talent planning. These world-class programs will unlock performance, build and strengthen our global leadership pipeline, and produce measurable impact at a high-growth global tech company. The ideal candidate will have strong performance management experience working in a fast paced environment!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 tells us that co-located collaboration strengthens connections, drives innovation, and accelerates learning. This role is expected to come into our San Francisco office at least 2 times per /month, so you can thrive in your new role and fully embrace being a Dutonian!Performance Management: Lead the end-to-end Performance Experience at PagerDuty (PE@PD) program (inclusive of continuous feedback, quarterly check-ins, calibration, annual performance reviews) to empower employees to reach their full potential and deliver high-quality results. This involves project managing and collaborating with colleagues on the People Development team, HRBPs, HRIS and the Total Rewards team to create an integrated experience.Talent Review & Succession Planning: Build a comprehensive and scalable approach to ongoing talent reviews to develop and retain our employees while strengthening our bench and pipeline of leaders. This will include the identification of key positions/skill sets, tracking and monitoring of succession plans to ensure a strong pipeline of talent for critical roles, HIPO identification, and targeted development planning.Competency Management & Career Planning Frameworks: Own the organization’s competency model & framework as well as the design and execution of career development plans and career pathing frameworks across the organization. Drive the integration of career pathing into relevant talent programs, including talent acquisition and learning & development.Internal Mobility: Partner closely with Talent Acquisition and HRBPs to increase internal mobility opportunities, including rotational experiences.Approach:Consult and build high-trust partnerships with key stakeholders to fully understand their greatest challenges across the business, identifying strategic skill gaps and opportunities and ruthlessly prioritize the highest impact opportunities to build solutions.Take a human-centered, iterative design approach to develop talent solutions by understanding our end users through conducting design research (global needs analysis, facilitating focus groups, design workshops,etc.) and best practice benchmarking.Training and Enablement: Incorporate blended learning and adult learning principles into learning design and leverage the appropriate modalities, including self-paced e-learning, instructor-led training (both in-person and virtual classroom material), wiki tools, playbooks, etc.Content Creation and Management: Develop and maintain a library of engaging, informative, and effective performance management and talent planning resources and training materials.Change Management: Develop and implement change management strategies to drive effective adoption of new processes and programs.Communications: Draft performance management program communications including updates, blog posts, and announcements tailored to various audiences.
Measurement: Regularly analyze and report on program outcomes and impact using industry standard approaches and benchmarking to make data-driven recommendations for continuous improvement.BASIC QUALIFICATIONS7+ years of experience in talent development, performance management, L&D or related HR role5+ years of experience in a program management role within a People/HR team - preferably in talent development, organizational development or learning and developmentProven track record of designing and delivering strategic talent planning programs, competency model creation, facilitation,and delivering strategic and tactical solutions in fast-paced, high-growth environmentsPREFERRED QUALIFICATIONSExperience managing Workday performance and talent modulesExperience with agile methodology and design thinkingExperience with project management software such as Asana or Monday.comCoaching certification from ICF, or another accredited organizationProficiency designing and developing e-learning using authoring tools like Captivate, Articulate 360 and Adobe creative cloudExperience in eLearning design theories and standards (SCORM, AICC, etc.)Apply anyway! We extend opportunities to a broad array of candidates, including those with diverse workplace experiences and backgrounds. Whether you're new to the corporate world, returning to work after a gap in employment, or simply looking to take the next step in your career path, we are excited to connect with you.Where we workPagerDuty currently has offices in Atlanta, Lisbon, London, San Francisco, Santiago, Sydney, Tokyo, and Toronto. We offer a hybrid, flexible workplace. We also provide ample opportunities for in-person and virtual connection, like team offsites and volunteering events.How we workOur values are deeply embedded in how we operate and the people we bring on board. You will see our values ingrained in how we support our customers, collaborate with our colleagues, develop our products and foster an inclusive and empathetic work culture.Champion the Customer | Put users first to design great products and experiences.Run Together | Build strong teams that amplify our impact on users.Take the Lead | Disrupt and invent to be the first choice for users.Ack + Own | Take ownership and action to deliver more efficiently to users.Bring Your Self | Bring your best self to build empathy and trust with users.What we offerOne way we ensure our employees are inspired to do their best is through a comprehensive total rewards approach that supports them and their loved ones. As a global organization, our programs are competitive with industry standards and aligned with local laws and regulations. Learn more, including country-specific offerings, on our
benefits site
.Your package may include:Comprehensive benefits package from day oneGenerous paid vacation timePaid holidays and sick leaveDutonian Wellness Days - scheduled company-wide paid days off in addition to PTOCompany equity*ESPP (Employee Stock Purchase Program)*Retirement or pension plan*Paid parental leave - up to 22 weeks for pregnant parent, up to 12 weeks for non-pregnant parent (some countries have longer leave standards and we comply with local laws)*HibernationDuty - an annual company paid week off when everyone at PagerDuty, with the exception of a small, coverage crew, is asked to take a much needed break to truly disconnect and rechargePaid volunteer time off - 20 hours per yearMental wellness programs*Eligibility may vary by role, region, and tenureAbout PagerDutyPagerDuty, Inc. (NYSE:PD) is a global leader in digital operations management. The PagerDuty Operations Cloud revolutionizes how critical work gets done, and powers the agility that drives digital transformation. Customers rely on the PagerDuty Operations Cloud to compress costs, accelerate productivity, win revenue, sustain seamless digital experiences, and earn customer trust. More than half of the Fortune 500 and more than two thirds of the Fortune 100 trust PagerDuty including Cisco, Cox Automotive, DoorDash, Electronic Arts, Genentech, Shopify, Zoom and more.Led by CEO Jennifer Tejada, PagerDuty’s Board of Directors is 50% female and 62% URP representation. We strive to build a more equitable world by investing 1% each of company equity, product, and employee volunteer time.PagerDuty is Great Place to Work-certified, a Fortune Best Workplace for Millennials, a Fortune Best Medium Workplace, a Fortune Best Workplace in Technology, and a top rated product on TrustRadius and G2.Go behind-the-scenes on our careers site
and @pagerduty on Instagram.Additional InformationPagerDuty is committed to creating a diverse environment and is an equal opportunity employer. PagerDuty does not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, parental status, veteran status, or disability status.PagerDuty is committed to providing reasonable accommodations for qualified individuals with disabilities in our job application process. Should you require accommodation, please email accommodation@pagerduty.com and we will work with you to meet your accessibility needs.PagerDuty uses the E-Verify employment verification program.Accepted file types: pdf, doc, docx, txt, rtfAccepted file types: pdf, doc, docx, txt, rtfLinkedIn ProfileAre you a reasonable commute to the City of San Francisco?
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Select...Do you now, or in the future, require sponsorship to work for PagerDuty? *
Select...Voluntary Self-Identification
For government reporting purposes, we ask candidates to respond to the below self-identification survey.Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiringprocess or thereafter. Any information that you do provide will be recorded and maintained in aconfidential file.As set forth in PagerDuty’s Equal Employment Opportunity policy,we do not discriminate on the basis of any protected group status under any applicable law.If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection.As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measurethe effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categoriesis as follows:A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.Select...Voluntary Self-Identification of Disability
Form CC-305Page 1 of 1OMB Control Number 1250-0005Expires 04/30/2026Voluntary Self-Identification of Disability
Form CC-305
Page 1 of 1
OMB Control Number 1250-0005
Expires 04/30/2026Why are you being asked to complete this form?
We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp .How do you know if you have a disability?
A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability.
Disabilities include, but are not limited to:Alcohol or other substance use disorder (not currently using drugs illegally)Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDSBlind or low visionCancer (past or present)Cardiovascular or heart diseaseCeliac diseaseCerebral palsyDeaf or serious difficulty hearingDiabetesDisfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disordersEpilepsy or other seizure disorderGastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndromeIntellectual or developmental disabilityMental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSDMissing limbs or partially missing limbsMobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supportsNervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilitiesPartial or complete paralysis (any cause)Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysemaShort stature (dwarfism)Traumatic brain injury
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PagerDuty empowers teams of all kinds to do the critical work that moves business forward through the PagerDuty Operations Cloud.Visit ourcareers site
to explore life at PagerDuty, discover opportunities, and sign-up for job alerts!Are you hungry to have a big impact through career defining work? PagerDuty’s People Development team is seeking a passionate and innovative talent management expert to join our team! As our Sr People Development Business Partner II focused on Employee & Organizational Performance you will lead our performance management & talent planning strategy and portfolio of experiences. This involves the design, development and global execution of integrated talent strategies, processes and practices to support a culture of high performance, internal progression & mobility, and proactive talent planning. These world-class programs will unlock performance, build and strengthen our global leadership pipeline, and produce measurable impact at a high-growth global tech company. The ideal candidate will have strong performance management experience working in a fast paced environment!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 tells us that co-located collaboration strengthens connections, drives innovation, and accelerates learning. This role is expected to come into our San Francisco office at least 2 times per /month, so you can thrive in your new role and fully embrace being a Dutonian!Performance Management: Lead the end-to-end Performance Experience at PagerDuty (PE@PD) program (inclusive of continuous feedback, quarterly check-ins, calibration, annual performance reviews) to empower employees to reach their full potential and deliver high-quality results. This involves project managing and collaborating with colleagues on the People Development team, HRBPs, HRIS and the Total Rewards team to create an integrated experience.Talent Review & Succession Planning: Build a comprehensive and scalable approach to ongoing talent reviews to develop and retain our employees while strengthening our bench and pipeline of leaders. This will include the identification of key positions/skill sets, tracking and monitoring of succession plans to ensure a strong pipeline of talent for critical roles, HIPO identification, and targeted development planning.Competency Management & Career Planning Frameworks: Own the organization’s competency model & framework as well as the design and execution of career development plans and career pathing frameworks across the organization. Drive the integration of career pathing into relevant talent programs, including talent acquisition and learning & development.Internal Mobility: Partner closely with Talent Acquisition and HRBPs to increase internal mobility opportunities, including rotational experiences.Approach:Consult and build high-trust partnerships with key stakeholders to fully understand their greatest challenges across the business, identifying strategic skill gaps and opportunities and ruthlessly prioritize the highest impact opportunities to build solutions.Take a human-centered, iterative design approach to develop talent solutions by understanding our end users through conducting design research (global needs analysis, facilitating focus groups, design workshops,etc.) and best practice benchmarking.Training and Enablement: Incorporate blended learning and adult learning principles into learning design and leverage the appropriate modalities, including self-paced e-learning, instructor-led training (both in-person and virtual classroom material), wiki tools, playbooks, etc.Content Creation and Management: Develop and maintain a library of engaging, informative, and effective performance management and talent planning resources and training materials.Change Management: Develop and implement change management strategies to drive effective adoption of new processes and programs.Communications: Draft performance management program communications including updates, blog posts, and announcements tailored to various audiences.
Measurement: Regularly analyze and report on program outcomes and impact using industry standard approaches and benchmarking to make data-driven recommendations for continuous improvement.BASIC QUALIFICATIONS7+ years of experience in talent development, performance management, L&D or related HR role5+ years of experience in a program management role within a People/HR team - preferably in talent development, organizational development or learning and developmentProven track record of designing and delivering strategic talent planning programs, competency model creation, facilitation,and delivering strategic and tactical solutions in fast-paced, high-growth environmentsPREFERRED QUALIFICATIONSExperience managing Workday performance and talent modulesExperience with agile methodology and design thinkingExperience with project management software such as Asana or Monday.comCoaching certification from ICF, or another accredited organizationProficiency designing and developing e-learning using authoring tools like Captivate, Articulate 360 and Adobe creative cloudExperience in eLearning design theories and standards (SCORM, AICC, etc.)Apply anyway! We extend opportunities to a broad array of candidates, including those with diverse workplace experiences and backgrounds. Whether you're new to the corporate world, returning to work after a gap in employment, or simply looking to take the next step in your career path, we are excited to connect with you.Where we workPagerDuty currently has offices in Atlanta, Lisbon, London, San Francisco, Santiago, Sydney, Tokyo, and Toronto. We offer a hybrid, flexible workplace. We also provide ample opportunities for in-person and virtual connection, like team offsites and volunteering events.How we workOur values are deeply embedded in how we operate and the people we bring on board. You will see our values ingrained in how we support our customers, collaborate with our colleagues, develop our products and foster an inclusive and empathetic work culture.Champion the Customer | Put users first to design great products and experiences.Run Together | Build strong teams that amplify our impact on users.Take the Lead | Disrupt and invent to be the first choice for users.Ack + Own | Take ownership and action to deliver more efficiently to users.Bring Your Self | Bring your best self to build empathy and trust with users.What we offerOne way we ensure our employees are inspired to do their best is through a comprehensive total rewards approach that supports them and their loved ones. As a global organization, our programs are competitive with industry standards and aligned with local laws and regulations. Learn more, including country-specific offerings, on our
benefits site
.Your package may include:Comprehensive benefits package from day oneGenerous paid vacation timePaid holidays and sick leaveDutonian Wellness Days - scheduled company-wide paid days off in addition to PTOCompany equity*ESPP (Employee Stock Purchase Program)*Retirement or pension plan*Paid parental leave - up to 22 weeks for pregnant parent, up to 12 weeks for non-pregnant parent (some countries have longer leave standards and we comply with local laws)*HibernationDuty - an annual company paid week off when everyone at PagerDuty, with the exception of a small, coverage crew, is asked to take a much needed break to truly disconnect and rechargePaid volunteer time off - 20 hours per yearMental wellness programs*Eligibility may vary by role, region, and tenureAbout PagerDutyPagerDuty, Inc. (NYSE:PD) is a global leader in digital operations management. The PagerDuty Operations Cloud revolutionizes how critical work gets done, and powers the agility that drives digital transformation. Customers rely on the PagerDuty Operations Cloud to compress costs, accelerate productivity, win revenue, sustain seamless digital experiences, and earn customer trust. More than half of the Fortune 500 and more than two thirds of the Fortune 100 trust PagerDuty including Cisco, Cox Automotive, DoorDash, Electronic Arts, Genentech, Shopify, Zoom and more.Led by CEO Jennifer Tejada, PagerDuty’s Board of Directors is 50% female and 62% URP representation. We strive to build a more equitable world by investing 1% each of company equity, product, and employee volunteer time.PagerDuty is Great Place to Work-certified, a Fortune Best Workplace for Millennials, a Fortune Best Medium Workplace, a Fortune Best Workplace in Technology, and a top rated product on TrustRadius and G2.Go behind-the-scenes on our careers site
and @pagerduty on Instagram.Additional InformationPagerDuty is committed to creating a diverse environment and is an equal opportunity employer. PagerDuty does not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, parental status, veteran status, or disability status.PagerDuty is committed to providing reasonable accommodations for qualified individuals with disabilities in our job application process. Should you require accommodation, please email accommodation@pagerduty.com and we will work with you to meet your accessibility needs.PagerDuty uses the E-Verify employment verification program.Accepted file types: pdf, doc, docx, txt, rtfAccepted file types: pdf, doc, docx, txt, rtfLinkedIn ProfileAre you a reasonable commute to the City of San Francisco?
*
Select...Do you now, or in the future, require sponsorship to work for PagerDuty? *
Select...Voluntary Self-Identification
For government reporting purposes, we ask candidates to respond to the below self-identification survey.Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiringprocess or thereafter. Any information that you do provide will be recorded and maintained in aconfidential file.As set forth in PagerDuty’s Equal Employment Opportunity policy,we do not discriminate on the basis of any protected group status under any applicable law.If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection.As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measurethe effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categoriesis as follows:A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.Select...Voluntary Self-Identification of Disability
Form CC-305Page 1 of 1OMB Control Number 1250-0005Expires 04/30/2026Voluntary Self-Identification of Disability
Form CC-305
Page 1 of 1
OMB Control Number 1250-0005
Expires 04/30/2026Why are you being asked to complete this form?
We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp .How do you know if you have a disability?
A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability.
Disabilities include, but are not limited to:Alcohol or other substance use disorder (not currently using drugs illegally)Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDSBlind or low visionCancer (past or present)Cardiovascular or heart diseaseCeliac diseaseCerebral palsyDeaf or serious difficulty hearingDiabetesDisfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disordersEpilepsy or other seizure disorderGastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndromeIntellectual or developmental disabilityMental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSDMissing limbs or partially missing limbsMobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supportsNervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilitiesPartial or complete paralysis (any cause)Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysemaShort stature (dwarfism)Traumatic brain injury
Disability Status
Select...
PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.
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