HR Infrastructure & Operations Manager

<div class="content-intro"><p>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.</p></div><p>We're seeking an experienced HR Infrastructure Manager to drive two critical pillars of PagerDuty's people operations: our recruiting technology ecosystem and our augmented workforce program. This role sits at the intersection of HR technology, process optimization, and strategic workforce planning, requiring both technical acumen and strong stakeholder management skills. You'll leverage cutting-edge AI tools and automation to build scalable, intelligent solutions that transform how we hire and manage our workforce.</p> <p><strong>Mastery:</strong> Expert across multiple domains of HR operations with deep specialization in HR technology and workforce programs. Designs sophisticated solutions that balance complexity with usability. Sets the standard for excellence and best practices that others follow across the organization.</p> <p><strong>Impact:</strong> Collaborating with others, drives organization-wide impact through executing initiatives that transform how multiple departments operate. Delivers measurable business outcomes that directly influence company-level goals and operational efficiency.</p> <p><strong>Autonomy:</strong> Proactively identifies complex problems before they become critical and architects scalable solutions with long-term vision. Operates independently on complex, ambiguous initiatives with minimal oversight. Anticipates organizational needs and acts decisively.</p> <p><strong>Collaboration:</strong> Trusted advisor, representing the team and processes, to senior leadership and cross-functional partners. Influence in decision-making across departments (TA, Finance, Procurement, Legal). Builds consensus among diverse stakeholders with competing priorities. Communication inspires action and drives alignment at all organizational levels.</p> <p><strong>Emotional Intelligence:</strong> Navigates complex organizational dynamics with exceptional political acumen and cultural sensitivity. Builds trust quickly across all levels, from individual contributors to executives. Manages resistance to change effectively, turning skeptics into advocates. Maintains perspective during high-stakes situations while coaching others through ambiguity and organizational transformation.</p> <p><strong>AI &amp; Automation Fluency: </strong>Proficient in identifying opportunities for AI-driven automation and building AI agents to streamline HR processes. Applies AI tools to enhance analytics, improve user experiences, and reduce manual work. Stays current with emerging AI technologies and evaluates their applicability to HR infrastructure challenges.</p> <p><strong>KEY RESPONSIBILITIES:&nbsp;&nbsp;</strong></p> <h3><strong>Recruiting Technology &amp; Analytics (50%)</strong></h3> <ul> <li><strong>Own and optimize</strong> PagerDuty's recruiting technology ecosystem, ensuring seamless integrations, automation, and scalability across our hiring tools and platforms</li> <li><strong>Drive recruiting analytics strategy</strong>, delivering actionable insights that inform hiring decisions, identify bottlenecks, and measure recruiting effectiveness</li> <li><strong>Build and maintain integrations</strong> between recruiting systems and downstream HR/business tools to ensure data accuracy and process efficiency</li> <li><strong>Leverage AI and build AI agents</strong> to automate recruiting workflows, enhance candidate matching, improve data quality, and surface predictive insights</li> <li><strong>Partner with Talent Acquisition</strong> to identify opportunities for AI-driven automation that reduce time-to-hire and improve candidate experience</li> <li><strong>Manage vendor relationships</strong> for re