Senior Executive Compensation Consultant

Senior Executive Compensation ConsultantPagerDuty empowers teams of all kinds to do the critical work that moves business forward through the PagerDuty Operations Cloud.
About the RoleWe are seeking a strategic and experienced Senior Executive Compensation Consultant who will serve as a subject matter expert (SME) and senior leader for executive compensation. This individual will play a pivotal role in designing, managing, and executing executive compensation programs, aligning them with company goals, compliance requirements, and shareholder expectations. The ideal candidate will have deep expertise in executive compensation, strong analytical skills, and experience working with public company compensation practices.
This role offers a unique opportunity to shape executive compensation strategies at PagerDuty, contributing to impactful strategies that support the attraction, motivation, and retention of top leadership talent. If you are passionate about executive compensation and excel in strategic and analytical thinking, we encourage you to apply!
Key Responsibilities Include:Design, implement, and manage competitive executive compensation programs, including base salary, short-term incentives, and long-term incentives (equity and non-equity).Align executive compensation strategies with the company's business strategy, pay-for-performance philosophy, and regulatory requirements.Prepare Compensation Committee materials, offering data analysis and insights related to executive pay programs.Collaborate with People leadership, finance, legal, and external consultants to ensure alignment with governance and compliance standards.Assist in preparation of proxy statement disclosures, including the Compensation Discussion & Analysis (CD&A), ensuring accuracy and compliance.Partner with external compensation consultants on market benchmarking, competitive analysis, and peer data reviews to align executive compensation with industry standards.Conduct executive job evaluations, job pricing, and data modeling to support compensation decisions and strategy.Ensure executive compensation programs adhere to applicable regulations, including SEC, ISS, and Glass Lewis guidelines, as well as proxy reporting requirements.Manage documentation of executive compensation processes and make strategic recommendations for operational efficiencies.Act as a key advisor to senior management and HR partners, providing expertise on executive compensation matters.Communicate strategies and program outcomes effectively to internal stakeholders, including senior executives and the Compensation Committee.Develop comprehensive communication, engagement materials, and education strategies for executive leaders.Lead the year-end merit planning process and partner with HRIS to maintain, adopt, and enable compensation modules within HR systems.Partner with Stock Administration, finance, and legal teams for data analysis, executive compensation forecasting, and proxy statement support.Assist with compensation due diligence, negotiations, and restructuring for M&A activities.Core Competencies:Analytical Acumen: Strong analytical skills to translate complex data trends into key insights and recommendations.Communication Skills: Excellent written, verbal, and presentation skills for interactions with stakeholders at all levels.Business Acumen & Integrity: Maturity, discretion, and professionalism in handling confidential information.Project Management: Strong project management skills with an agile HR mindset and the ability to influence at all levels.Collaboration: Ability to partner with internal and external stakeholders to drive strategic outcomes.Innovative Thinking: A desire to create compelling programs in a fast-paced environment.Basic Qualifications:Bachelor's degree in HR, Business Administration, or a related field, or commensurate experience.6+ years of HR experience, with at least 4 years focused on compensation, preferably in a global context and high-tech industry.Expertise in equity compensation planning and design.Knowledge of compensation-related regulations and disclosures.Proficiency with HRIS applications (e.g., Workday) and data analysis tools.Preferred Qualifications:Experience with executive compensation in high-tech or consulting environments.Knowledge of global statutory compensation requirements.Proficiency with Radford (AON) database.The base salary range for this position is 120,000 - 187,000 USD. 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.
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.
About 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.
PagerDuty 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 ****** and we will work with you to meet your accessibility needs.

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