QUALIFICATIONS

• Requires a 4-year Bachelor’s Degree in Business, Commerce, Human Resources or a related discipline.
• Completion or working toward a Certified Compensation Professional (CCP) or Canadian Human Resources Professional (CHRP) designation is preferred.
• Requires a minimum of 5 years of experience in compensation and job evaluation related roles.
• Professional Knowledge

Employment legislation, effective human resources service delivery, and current trends and developments in human resources.

• Job definition and compensation, including best practices.
• Market surveys, compensation administration, job description writing, and total rewards research in best practices.
• Technical Skills
• Proficiency in Microsoft Office Suite / 365 (Word, Excel, PowerPoint, etc.).
• Proficiency in human resources information systems (HRIS) is an asset (e.g., Dayforce).
• Competencies
• Customer service skills.
• Analytical and problem-solving skills.
• Project coordination, prioritization, and time management skills.
• Interpersonal, oral, and written communication, and presentation skills.
• Organizational and multitasking skills with attention to detail.
• Mathematical acumen.
• Relationship Management.

CLIENT / CUSTOMER SERVICE PLANNING

• Acts as an internal consultant to HR, Payroll, client departments, and other stakeholders, contributing to discussions and initiatives that support the organization’s mandate to attract, retain, and engage top talent across legal, regulatory, and corporate services.
• Identifies strategic and operational compensation needs and develops processes and solutions that translate organizational goals and policies into effective business strategies.
• Conducts comprehensive analysis, research, process design, reporting, and employee education, ensuring accurate data management and disciplined project execution.
• Participates in and interprets salary market surveys to assess competitiveness, market positioning, and market pricing.
• Monitors and evaluates vendor services, consulting with providers to assess performance and recommend or implement program, system, and policy improvements that best support organizational needs.
• Leverages data to identify trends and recommend program enhancements, policy changes, or vendor adjustments.
• Works collaboratively with internal stakeholders (e.g., Payroll, HR Systems) to streamline job evaluation and compensation program administration.
• Develops, maintains, and supports compensation programs, job evaluation processes, and job description frameworks; serves as backup for Benefits, Pension, and Wellness (BP&W) programs by processing enrolments, terminations, life events, and leaves of absence when required.

CLIENT / CUSTOMER SERVICE DELIVERY

• Provides ongoing advice to internal clients at all levels (senior management, managers, and employees), on policies, practices, organizational culture, and HR programs to foster engagement and understanding of program value and requirements.
• Administers and maintains assigned programs, ensuring compliance and data integrity, and prepares regular, custom, and ad-hoc reports and statistical analyses for stakeholders.
• Collaborates with HR Business Partners, Total Rewards, and HR Systems to maintain and improve job evaluation and job description tools, ensuring consistency, clarity, and streamlined documentation.
• Supports the design and implementation of compensation policies, models, and frameworks, leveraging Human Resources Information System (HRIS) capabilities to simplify administration and improve program effectiveness.
• Operates the compensation program, including coordinating salary surveys, analyzing results, recommending salary ranges, job pricing, and costing program implementations.
• Conducts job evaluations and collaborates with People Leaders and HR Business Partners to develop clear, accurate job descriptions.
• Oversees and maintains the organization’s job description and position libraries.
• Maintains documentation, statistical analysis, and monitoring related to job leveling, ensuring alignment with salary structures and position bands.
• Collaborates with Payroll and HR Systems to ensure accuracy and consistency in employee compensation and job data within HRIS platforms.

Supports the planning, development, implementation, and administration of compensation, salary management, and job evaluation programs. Recommends processes and conducts research and market analysis of rewards (e.g., benefits, pension, compensation, incentive plans, spot awards, and other recognition programs, etc.), and related materials. Provides expertise and recommendations on best practices in the design of job descriptions, compensation market analysis, and salary administration, and supports the Manager in reporting on rewards programs with hands-on responsibility for day-to-day operations and program compliance requirements.