Senior Program Manager, Talent & Culture

Senior Program Manager, Talent & Culture

San Francisco

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.

Job Overview

This role sits at the intersection of Learning & Development (L&D) and Global Belonging Programs, owning the design, facilitation, and ongoing management of select high-impact experiences across the employee lifecycle. From new-hire and manager orientation to targeted learning programs, Employee Resource Group (ERG) management, and cultural heritage months, this person is a skilled facilitator and program owner who can deliver and scale our people initiatives globally with excellence.

Key Performance Responsibilities

1. Learning & Development Facilitation

• Program Ownership: Facilitate a portfolio of standing programs, including bi-weekly global new-hire orientations and cohort-based development experiences.
• Continuous Improvement: Collect and analyze participant feedback across all modalities (live virtual, in-person, hybrid). Apply data-driven insights and adult learning principles to continuously refine delivery.
• Instructional Design & Materials: Design, create, and maintain high-quality participant workbooks, facilitator guides, job aids, and course manuals that reflect best practices and allow for clean team hand-offs.

2. Global New Hire Experience Strategy

• Onboarding Vision: Lead the strategic vision and continuous evolution of global onboarding to improve employee engagement, retention, and time-to-productivity.
• Cross-Functional Collaboration: Partner with IT, Legal, Compliance, Sales Enablement, and People Operations to ensure a seamless onboarding journey and coordinate global swag delivery.
• Manager Activation: Equip people leaders with tools, playbooks, and training to effectively onboard and integrate new hires into their respective teams.

3. Global Belonging & ERG Programming

• ERG Partnership & Governance: Serve as a strategic partner and liaison to Employee Resource Groups. Establish robust governance frameworks that balance employee autonomy with organizational alignment.
• Flagship Events: Oversee the planning and delivery of major community initiatives, including Arraychella (annual company-wide ERG + Ally event) and the ERG Chair Summit.
• Platform & Budget Management: Manage ERG technology platforms (e.g., Chezie) and allocate budgets effectively to maximize ROI and support scalable growth.
• Strategic Communications: Develop and execute compelling communication strategies to amplify ERG initiatives and cultural heritage moments.

4. Frameworks & Modern Work Methods

• Human-Centered Design: Conduct needs analyses, focus groups, and design workshops to capture the "voice of the employee."
• Impact Assessment: Design comprehensive measurement frameworks utilizing industry-standard approaches (e.g., Kirkpatrick training evaluation method) to analyze program outcomes.
• AI & Tech Integration: Actively incorporate AI tools into workflows—such as drafting facilitator guides and synthesizing feedback—to build scalable resources efficiently and increase team AI fluency.

Core Competencies

• Expert Facilitator: Strong personal presence with extensive experience delivering content across live, online, and face-to-face modalities.
• Full-Cycle Program Manager: Proven capability to handle needs analyses, iteration, implementation, and impact reporting for multiple global projects simultaneously.
• Collaborative Relationship Builder: Gifted at building high-trust partnerships, managing cross-functional stakeholders, and exerting influence without direct authority.
• Agile & Innovative: Entrepreneurial self-starter who is comfortable with ambiguity, enjoys experimenting with groundbreaking practices, and easily adapts to fast-paced environments.
• Data-Driven Mindset: Passionate about leveraging data and analytics to inform strategic choices and demonstrate program value.

Role Requirements

• Education: Bachelor's Degree (ideally in HR, Business, Education, Instructional Design, or Communications).
• L&D/Culture Experience: 7+ years of experience designing and delivering large-scale L&D and/or culture programs, preferably in high-growth corporate environments.
• Program Management: 5+ years of experience in a program management role within a People/HR function (Talent, OD, or L&D).
• Methodology: Strong knowledge of Instructional Design methodologies, Organizational Development (OD) practices, and measurement strategies.

Preferred Qualifications

• Master of Science in Instructional Design & Technology or a closely related field.
• Experience applying agile methodology and design thinking to people programs.
• Proficiency with e-learning authoring tools (Captivate, Articulate 360, Adobe Creative Cloud) and multimedia/video editing.
• Familiarity with eLearning design standards (SCORM, AICC).
• Experience utilizing project management tools such as Asana or Monday.com.
• Professional trainer certifications (e.g., CPLP / CPTD, CTT+).

The base salary range for this position is 99,000 - 166,100 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.

Hesitant to apply?

We encourage you to submit your resume even if you don't meet every requirement. We value potential and consider each candidate's full professional story. Whether you're exploring a career change or taking your next step, we look forward to reviewing your application. If this just isn't the right role or time - sign up for job alerts!

Where we work

PagerDuty operates a hybrid work model with offices in 8 major cities: Atlanta, Lisbon, London, San Francisco, Santiago, Sydney, Tokyo, and Toronto. While we offer flexibility within our established locations, we cannot employ candidates residing in:

Location restrictions:

Australia: Northern Territory, Queensland, South Australia, Tasmania, Western Australia Canada: Alberta, Manitoba, Newfoundland, Northwest Territories, Nunavut, PEI, Quebec, Saskatchewan, Yukon United States: Alaska, Hawaii, Iowa, Louisiana, Mississippi, Nebraska, New Mexico, Oklahoma, Rhode Island, South Dakota, West Virginia, Wyoming Candidates must reside in an eligible location, which vary by role.

How we work

Our values guide how we support customers, collaborate with colleagues, develop products, and foster a culture of belonging. They define not just our actions, but what it means to be Dutonian.

People Leaders at PagerDuty are responsible for creating high performance environments that drive accountability. PagerDuty has four key dimensions that define our Leadership Impact: Lead Self, Lead the Team, Lead the Business, and Lead the Future. Each dimension has three associated competencies to give leaders a shared language for guiding their development, career, promotion, and succession planning discussions. Our Manager Expectations serve as a practical guide for managers to understand their responsibilities, prioritize their efforts, and drive engagement and performance.

What we offer

As a global organization, our total rewards approach is 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:

• Competitive salary
• Comprehensive benefits package
• Flexible work arrangements
• Company equity*
• ESPP (Employee Stock Purchase Program)*