Why This Job is Featured on The SaaS Jobs
This HR Infrastructure and Operations Manager role stands out in SaaS because it treats recruiting systems and workforce programs as core operating infrastructure rather than back-office support. In a product-led, tooling-heavy environment like PagerDuty, the ability to connect an ATS, downstream HR systems, and analytics into a coherent data model directly shapes how quickly teams can form and how consistently processes run. The emphasis on AI agents and automation signals a modern approach to HR operations that mirrors how SaaS companies increasingly build internal platforms.
For a long-term SaaS career, the work builds durable strengths in systems thinking, integration ownership, and measurement. Owning recruiting analytics strategy and vendor relationships develops a practical understanding of how operational data becomes decision support, while designing an augmented workforce program builds fluency in scalable workforce models that many SaaS organizations rely on. The combination of policy, process, and technical configuration experience transfers well across HR tech, people ops, and broader business operations roles.
This role fits someone who prefers ambiguous, cross-functional problems and is comfortable acting as a trusted advisor across Talent Acquisition, Finance, Legal, and Procurement. It is best suited to an experienced operator who enjoys translating operational needs into automated workflows and clear governance, and who wants hands-on influence over the systems that enable hiring and workforce planning.
The section above is editorial commentary from The SaaS Jobs, provided to help SaaS professionals understand the role in a broader industry context.
Job Description
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.
Mastery: 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.
Impact: 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.
Autonomy: 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.
Collaboration: 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.
Emotional Intelligence: 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.
AI & Automation Fluency: 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.
KEY RESPONSIBILITIES:
Recruiting Technology & Analytics (50%)
- Own and optimize PagerDuty's recruiting technology ecosystem, ensuring seamless integrations, automation, and scalability across our hiring tools and platforms
- Drive recruiting analytics strategy, delivering actionable insights that inform hiring decisions, identify bottlenecks, and measure recruiting effectiveness
- Build and maintain integrations between recruiting systems and downstream HR/business tools to ensure data accuracy and process efficiency
- Leverage AI and build AI agents to automate recruiting workflows, enhance candidate matching, improve data quality, and surface predictive insights
- Partner with Talent Acquisition to identify opportunities for AI-driven automation that reduce time-to-hire and improve candidate experience
- Manage vendor relationships for recruiting technology stack, including system upgrades, troubleshooting, and optimization
Augmented Workforce Program (50%)
- Design and execute PagerDuty's comprehensive augmented workforce program in partnership with the Director of HR Infrastructure & Operations
- Develop clear policies and guidelines defining when and how to engage EOR employees, contractors, and interns, ensuring compliance and business alignment
- Configure and optimize systems to support augmented worker lifecycle management, from requisition through offboarding
- Build AI-powered tools and agents to streamline augmented workforce processes, automate compliance checks, and provide intelligent recommendations to managers
- Create exceptional onboarding and offboarding experiences tailored to augmented workers that balance efficiency with engagement, utilizing automation where appropriate
- Build educational resources and training for managers and leaders on augmented workforce policies, classification differences, and best practices
- Collaborate cross-functionally with Procurement, HRBPs, Legal, Finance, and business leaders to ensure program effectiveness and adoption
- Establish metrics and reporting to measure program success, compliance, and business impact, leveraging AI for predictive analytics
BASIC QUALIFICATIONS:
- 7+ years of progressive Recruiting or HR Operations experience with demonstrated expertise in recruiting lifecycle management and augmented workforce management
- Proven expertise with recruiting systems (ATS platforms such as Greenhouse, Lever, Workday Recruiting, or similar)
- Strong technical skills including system configuration, integration management, and process automation
- Knowledge of contingent workforce management, including compliance considerations for contractors, EOR arrangements, and intern programs
- Demonstrated experience with AI tools and automation, including building AI agents, workflow automation, or applying AI to solve business problems
- Experience building programs from the ground up, including policy development, system implementation, and stakeholder enablement
- Data-driven mindset with demonstrated ability to build analytics frameworks and translate data into actionable insights
- Strong project management skills with ability to manage multiple complex initiatives simultaneously
- Effective stakeholder management and communication skills across all organizational levels
PREFERRED QUALIFICATIONS:
- Experience with HRIS platforms (Workday or similar) and integration tools (Zapier, Workato, custom APIs)
- Hands-on experience building AI agents or implementing AI-powered solutions in HR or operations contexts
- Familiarity with AI platforms (Gemini, ChatGPT, Claude, Copilot) and no-code/low-code AI agent builders
- Background in vendor management and procurement processes
- Familiarity with employment classification regulations and compliance requirements
- Experience in high-growth technology companies
- SQL or other data analysis tool proficiency
- Understanding of machine learning concepts and their application to HR analytics
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The base salary range for this position is 114,000 - 191,400 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.
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