募集情報Job Information
Senior Talent Partner（シニアタレントパートナー）
PagerDuty is seeking a dynamic Senior Talent Partner to join our Talent Acquisition Team, that is dedicated to driving the success of our hyper-growth Japan business. This role will be instrumental in acquiring top talent while also identifying, creating and leading programming efforts to improve go-to-market attraction and hiring capabilities. The ideal candidate will have a strong background in recruiting, combined with the ability to design and implement programs that enhance our talent acquisition strategy for accelerating Japan business. You’ll also be working directly with the team to lead the decision-making process on organizational design, compensation, employee development, ER, etc, and will work closely with HQ’s Talent Acquisition and HRBP team. This role will be reporting into our Japan Country Manager and dotted line to the HQ HR team.
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 tell us that co-located collaboration strengthens connections, drives innovation, and accelerates learning.
- 応募資格（必須）
- 8+ years of experience in talent acquisition
- 3-5 years of experience recruiting for GTM roles within a high-growth SaaS or technology company.
- Proven ability to recruit for Customer Success, Sales and senior-level positions, with a track record of successful placements.
- 2+ years of previous experience in creating innovative programs and sourcing tactics to execute talent delivery-related initiatives.
- Strong understanding of the GTM landscape and the specific talent needs of sales, marketing, and customer success teams.
- Exceptional communication, negotiation, and stakeholder management skills.
- Ability to work in a fast-paced, dynamic environment and adapt to changing priorities.
- Commitment to diversity, equity, and inclusion in all aspects of talent acquisition and management.
- 応募資格（歓迎）
- Self-Starter that thrives in a collaborative, fast-paced, ambiguous and autonomous work environment.
- Passionate about Inclusion and Belonging and creating a pipeline and process to support hiring of communities of under-represented in tech sales.
- Possesses high competencies in critical thinking and communication/interpersonal skills.
- Strong influence skills, consultative with the ability to handle high volume and multiple, distributed hiring partners.
- Experience in Greenhouse applicant tracking systems is a plus.
- Operational excellence.
募集要項
- Key Responsibilities: Recruiting (75%)
- - Lead end-to-end recruiting processes for all roles within the Japan organization, including Sales, Pre-Sales, Post-Sales and G&A.
- Partner closely with hiring managers to understand their talent needs and develop tailored sourcing strategies.
- Utilize advanced sourcing techniques to identify and engage top-tier candidates, ensuring a high-quality talent pipeline.
- Manage candidate experience from initial contact through onboarding, ensuring a seamless and positive process.
- Provide guidance and training to hiring managers on best practices for interviewing, evaluating, and selecting candidates.
- Collaborate with the broader Talent Acquisition team, HRBPs, and compensation teams to ensure alignment on recruiting strategy, hiring goals, diversity initiatives, and compensation philosophy. - Key Responsibilities: HR Business Partner (25%)
- - Build effective partnerships with leaders, managers, and individual contributors
- Actively identify team and organizational needs, evaluate options, drive/develop solutions; and provide tactical support to teams when needed
- Collaborate with the leadership and managers on organizational change initiatives, people/performance decisions, actions, talent management development, employee engagement, communication, and program rollouts
- Assess organizational health and effectiveness on a regular basis and identify opportunities to drive improvements and efficiencies
- Utilize people metrics to drive key insights/decisions around growth and retention to help support the leadership teams
- Partner with other departments and teams in the organization in order to solidify open communication, consistent collaboration and effective workflow for all operations/strategic purposes
- Lead logistics of all employee exits, leaves of absences, and documentation for your business unit
- Partner to analyze employee engagement results to identify actions to be taken to drive engagement across the organization.
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