Sr Program Manager, Employee & Organizational Performance

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 Atlanta office at least 2 times per /month, so you can thrive in your new role and fully embrace being a Dutonian!

Portfolio: 

• 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 QUALIFICATIONS

• 7+ years of experience in talent development, performance management, L&D or related HR role 
• 5+ years of experience in a program management role within a People/HR team -  preferably in talent development, organizational development or learning and development
• Proven 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 environments

PREFERRED QUALIFICATIONS

• Experience managing Workday performance and talent modules 
• Experience with agile methodology and design thinking
• Experience with project management software such as Asana or Monday.com
• Coaching certification from ICF, or another accredited organization
• Proficiency designing and developing e-learning using authoring tools like Captivate, Articulate 360 and Adobe creative cloud
• Experience in eLearning design theories and standards (SCORM, AICC, etc.)

Last updated on Aug 22, 2024