HR Infrastructure & Operations Manager

PagerDuty • Atlanta • 4d ago

The Role Overview

PagerDuty is looking for an experienced HR Infrastructure & Operations Manager to lead Recruiting Operations at PagerDuty. This role owns the systems, processes, and data that power how we hire, with a heavy focus on optimizing workflows within Greenhouse and our broader recruiting technology stack. You'll be the go-to expert on configuration, integrations, and recruiting reporting and analytics, and just as importantly, you'll enable recruiters, TA Specialists, Recruiting Coordinators, hiring managers, and interviewers to get the most out of those systems and processes. You'll leverage AI tools and automation to build scalable, intelligent solutions that transform how we hire.

If you are a builder who loves breaking down operational silos, architecting intelligent workflows with cutting-edge AI tools, and driving organization-wide impact, this is your next big challenge. This role will be required to work from our Atlanta office two days per week.

Why This Role is Exciting

Architect Intelligent Solutions: Act as the technical mastermind behind our HR tech, balancing advanced automation with seamless user experiences.
Drive AI Fluency: Lead the charge in building AI agents and workflows that eliminate manual friction and unlock predictive insights.
Navigate & Influence: Serve as a trusted advisor to senior leadership across Talent Acquisition, Legal, Finance, and Procurement to align compliance with rapid business growth.
Global Impact: Deliver measurable business outcomes that directly influence company-wide operational efficiency and transform how multiple departments operate.

Key Responsibilities

Own and optimize Greenhouse as PagerDuty's system of record for recruiting, leading configuration, workflow design, permissions, templates, and ongoing process optimization
Manage the recruiting technology ecosystem (scheduling, sourcing, assessments, background checks, offer, and onboarding tools), ensuring seamless integrations, automation, and scalability
Build and maintain integrations between Greenhouse, Workday, and downstream HR/business tools to ensure data accuracy and process efficiency
Drive recruiting reporting and analytics, delivering dashboards and insights that inform hiring decisions, identify bottlenecks, and measure funnel health and recruiting effectiveness
Design, document, and continuously improve recruiting processes end to end, from requisition approval through offer and handoff to onboarding
Enable the recruiting organization and hiring teams, building training, playbooks, and resources for recruiters, TA Specialists, Recruiting Coordinators, hiring managers, and interviewers, and driving adoption of new processes and tools
Leverage AI and build AI agents to automate workflows, enhance the candidate and end user experience, improve data quality, and surface predictive insights
Manage vendor relationships for the recruiting technology stack, including renewals, system upgrades, troubleshooting, and optimization

FY28 Project Priorities

Greenhouse Optimization & Workflow Standardization

Audit and reconfigure Greenhouse to establish standardized global workflows, minimizing manual data entry and removing process silos between Talent Acquisition and HR Infrastructure
Streamline job, approval, interview plan, scorecard, and offer configurations to improve consistency, compliance, and data quality

Recruiting Tech Stack & Integration Review

Map the full recruiting technology stack to eliminate configuration bloat, ensure system interoperability, and maximize platform ROI
Strengthen integrations across Greenhouse, Workday, and supporting tools to reduce manual handoffs

Unified Recruiting Analytics Framework

Centralize fragmented recruiting data (from sourcing and campaign metrics to final hires) into a single source of truth
Build operational scorecards and dashboards tracking hiring trends, recruiter capacity, pipeline health, and time-to-hire lifecycle metrics
Leverage predictive analytics to forecast pipeline bottlenecks and evaluate sourcing effectiveness

Recruiting Enablement Program

Build role-based training and resources for recruiters, TA Specialists, Coordinators, hiring managers, and interviewers on systems, processes, and best practices
Establish feedback loops and adoption metrics to ensure processes and tools are used consistently and effectively

What You Bring to the Team

Basic Qualifications:

7+ years of progressive Recruiting Operations or HR Operations experience
Deep, hands-on Greenhouse expertise, including advanced configuration, workflow design, permissions, and reporting (Workday or similar HRIS experience a plus)
Strong technical skills including system configuration, integration management, and process automation
Reporting and analytics expertise, with demonstrated ability to build analytics frameworks and dashboards and translate data into actionable insights
Proven process optimization experience, redesigning recruiting workflows to improve efficiency, consistency, and candidate experience
Experience enabling stakeholders, including designing and delivering training for recruiting teams, hiring managers, and interviewers and driving change adoption
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 integrations and Greenhouse APIs
Experience with recruiting tools such as scheduling (e.g., GoodTime, ModernLoop), sourcing (e.g., Gem), and assessment platforms
Hands-on experience building AI agents or implementing AI-powered solutions in recruiting or operations contexts
Familiarity with AI platforms (Gemini, ChatGPT, Claude, Copilot) and no-code/low-code AI agent builders
Experience with BI/reporting tools (e.g., Tableau, Looker) and SQL
Background in vendor management and procurement processes
Experience in high-growth technology companies

The base salary range for this position is 114,000 - 172,700 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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