Human Resources Compensation Analyst

at  BrightPath Kids Canada

REQUIRED SKILLS:

• University degree in Human Resources or related field
• 2+ years of compensation analysis experience
• Knowledge of quantitative and qualitative research methods
• Knowledge of Human Resource laws, regulations, and best practices
• Certified Compensation Professional (CCP) or Compensation Management Professional (CMP) an asset
  If this sounds like a good fit, we want to meet you! Please submit your application today.
  BrightPath Kids Corp is an equal opportunity employer that is committed to diversity and inclusion in the workplace. We prohibit discrimination and harassment of any kind based on race, color, sex, religion, sexual orientation, national origin, disability, genetic information, pregnancy, or any other protected characteristic as outlined by federal, provincial, or local laws.
  BrightPath Kids Corp has an accommodation process in place that provides accommodations for employees with disabilities. If you require a specific accommodation because of a disability or a medical need, please contact Careers@BrightPathKids.com. This ensures that the appropriate accommodations are in place before you begin your employment

As a Compensation Analyst you will research job requirements and evaluate job positions to ensure BrightPath is competitive in the areas of salaries and employee benefits. Responsibilities include:

• Analyzing, designing and administering employee compensation programs including base pay, long and short-term incentives and bonuses
• Benchmarking jobs to determine competitive compensation ranges
• Developing and maintaining job descriptions and job architecture
• Preparing and presenting summary reports of job and compensation analysis information
• Advising management on making effective pay decisions that support employee engagement and comply with compensation policy and budgetary guidelines
• Gathering data from market-based compensation surveys and assessing results and market trends
• Conducting data and cost analyses for employee negotiations
• Collecting and compiling HR metrics and data from a variety of sources including the HRIS and payroll outputs, management and employee surveys, exit interviews, employment records, government labor statistics, and competitors practices.