Jobs / United States / Pagerduty INC
Senior HR Business Partner
Pagerduty INC · 🇺🇸 San Francisco
Sponsorship verdict
Sponsorship possible
One solid signal, not two — worth applying, and worth asking about sponsorship early.
- Employer is on a government sponsor recordThe US Department of Labor certified 2 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest Apr 2026) — the step every H-1B hire needs first. USCIS also records 1 H-1B approvals in FY2023. Source: LCA disclosure data (US Department of Labor (OFLC)).
- The posting doesn’t mention sponsorshipSilence isn’t a refusal — ask the recruiter before investing much time.
- No salary bar for this routeH-1B has no fixed salary bar: the employer must pay at least the prevailing wage for the role and area. Cap-subject employers enter a lottery weighted by wage level. Source: https://www.federalregister.gov/documents/2025/12/29/2025-23853/weighted-selection-process-for-registrants-and-petitioners-seeking-to-file-cap-subject-h-1b, rules effective 2026-02-27.
- Confirmed live todayWhen a source last listed this job as open.
US H-1B: cap-subject employers enter a lottery weighted by wage level — Level I gets 1 entry, Level IV gets 4 (DHS projected selection odds ≈15% at Level I to ≈61% at Level IV). Universities and non-profit research employers are cap-exempt. The $100,000 fee for new petitions from abroad is currently blocked by a court order (appeal pending).
A verdict summarises public evidence; it is not legal advice and never a guarantee — the employer and the immigration authority decide. Sign in to factor in where you can already work.
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Sponsor Radar — Pagerduty INC
The US Department of Labor certified 2 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest Apr 2026) — the step every H-1B hire needs first. USCIS also records 1 H-1B approvals in FY2023. Source: LCA disclosure data (US Department of Labor (OFLC)).
Past sponsorship or register membership never guarantees sponsorship for this vacancy or for you. Full Sponsor Radar for Pagerduty INC →
About the role
PagerDuty, Inc. (NYSE: PD) is the global leader in AI-first digital operations. By automatically detecting, diagnosing, and remediating issues, the PagerDuty Platform orchestrates AI agents and automated workflows with context from over 750 integrations. Trusted by approximately two-thirds of the Fortune 100 and nearly half of the Fortune 500, PagerDuty is the industry standard for organizations scaling resilient, autonomous operations. Notable customers include Chipotle, Cloudflare, Docusign, Fox, Nvidia, Salesforce, Spotify, Zoom and more. We are growing rapidly and hiring top talent with leading AI skills across engineering, sales, product, marketing, and beyond as we build the leading digital operations platform. PagerDuty is seeking a Senior HR Business Partner, to grow our culture of innovation and scale our award-winning team. As an integral member of this global team, you will assess, coach, and influence our talent and people leaders while modeling our values with integrity and optimism. This role is a dynamic, hands-on partnership for someone ready to thrive in a fast-paced, hyper-growth environment. This role is expected to come into the San Francisco office 2 days per week as part of PagerDuty’s hybrid work model, so you can thrive in your new role and fully embrace being a Dutonian! Key Responsibilities Client Leadership Support (40%) • Partnering with Management teams to execute HR Programs and initiatives and drive employee engagement and retention • Assessing organizational health and effectiveness on a regular basis and identify opportunities to drive improvements and efficiencies • Utilizing people metrics to drive key insights/decisions around growth and retention to help support the leadership teams • Collaborating with the leadership and managers on organizational change initiatives, people/performance decisions, actions, talent management development, employee engagement, communication, and program rollouts • Lead coaching and feedback efforts and make recommendations based on a combination of past experiences and in-depth knowledge. • Partnering with other departments and teams in the organization in order to solidify open communication, consistent collaboration and effective workflow for all operations/strategic purposes AI-Driven HRBP Transformation (20%) • Drive AI Adoption: Support the evaluation, piloting, and deployment of AI/ML tools for the People org, that will automate high-volume HRBP activities, such as performance cycle summary generation and organizational health assessments. • Process Optimization: Proactively review and document HRBP workflows, identifying high-friction processes, design and document scalable, AI-augmented solutions to maximize efficiency and reduce administrative burden. • Strategic People Analytics: Collaborate with our analytics team to leverage advanced people metrics and analysis to generate actionable insights on talent growth, retention, and organizational effectiveness for senior leadership decision-making. Global Employee Relations and Program Execution (20%) • Partnering closely with US-based HR teams, lead complex employee relations cases including workplace investigations, and conflict resolution while ensuring compliance with global employment laws and company policies. • Collaborate with People Team specialists, HRBPs and people managers to successfully execute core HR programs (e.g., performance management, compensation planning) that enhance employee engagement and retention. • Establish robust cross-functional relationships to ensure consistent communication, effective collaboration, legal compliance and alignment on operational and strategic HR goals. • Support international mobility and cross-border employment matters, as needed About Yo