Manager of Total Compensation

at  The City of Spruce Grove

ABOUT US

The City of Spruce Grove is a fast growing, dynamic city committed to building and maintaining a fiscally responsible community that serves our residents, attracts visitors, and promotes future growth.
The “Values, We Live By” are accountability, communication, leadership, integrity, and respect while we work towards maintaining a work/play balance.
We are an organization that cares, an organization that is committed to our city and committed to you. The City of Spruce Grove is committed to public service, where everyone feels empowered to contribute their best work. We believe that by working together in a spirit of collaboration and respect, we can achieve great things.

QUALIFICATIONS

We are seeking a candidate with the following:

• Proof of a Bachelor’s Degree in Business Administration, Human Resources, or a related field.
• Minimum seven (7) years of experience directly related to the duties and responsibilities specified, at an increasingly senior level.
• Advanced knowledge of compensation management principles and practices, as applied to a public sector institution.
• Must possess a Chartered Professional in Human Resources (CPHR) or are working towards it.
• Ability to analyze and interpret strategic compensation issues within the broader human resources context, and to provide integrated solutions.
• Experience in examining and re-engineering operations and procedures, formulating policy, and developing and implementing new strategies and procedures.
• Knowledge of organizational structures, staffing patterns, and job design.
• Strong interpersonal skills and ability to deal effectively in a team environment and directly manage a team of subject matter experts.
• Ability to make administrative and procedural decisions and judgments on sensitive/confidential issues.
• Knowledge of job analysis and job evaluation principles, methods, and procedures.
• Knowledge and understanding of compensation survey principles, methods, procedures, and techniques.
• Strategic compensation planning skills.
• Advanced verbal and written communication skills and the ability to present effectively to small and large groups.
• Ability to analyze problems and develop creative solutions to complex human resource issues.
• Knowledge of career development and career laddering concepts, principles, and processes.
• Knowledge of contemporary practices and trends in compensation management within the public sector.
• Knowledge of provincial wage and salary laws and regulations.
• Enhanced knowledge of Microsoft Outlook, Word, Excel, Teams, and PowerPoint.

ASSET QUALIFICATIONS:

Special consideration will be given to those who possess:

• Certified Compensation Professional (CCP) Certification.
• Payroll Compliance Professional (PCP) Certification.
• Experience in leading a team.

Compensation Administration

• Oversee the accurate and efficient processing of payroll for all staff (union, non-union, permanent, temporary and casuals/seasonals) in accordance with all legislation (Employment Standards, Human Rights, Canada Revenue, WCB, OH &S, etc.)
• Provide integrated advice and guidance to internal clients through their Human Resources Business Partners, on day-to-day compensation related issues, strategic compensation management, organization and job design, individual compensation/classification concerns, and associated human resources issues.
• Provide advice and guidance to Human Resources Business Partners regarding client requests for job classifications.
• Assist Human Resources Business Partners and other team members in the administration of the job classification/reclassification process.
• Oversee and provide quality control of the process for both existing and newly created positions, performing and/or directly supervising reviews and job audits.
• Oversee the maintenance and integrity of compensation data and Job Descriptions; consult with Business Systems Analyst on Position Management Database to ensure data integrity and make recommendations for system enhancements.
• Provide information on comparator organizations for compensation surveys and related information requests

Policy, Procedure and Strategic Management

• Provide interpretation of the City’s compensation and benefits related policies and procedures.
• Provide recommendations to compensation and benefits related issues in compliance with the City’s policies and procedures, and related wage regulations.
• Develop and implement new compensation plans, revision of policies, standards, procedures, and the design of job description formats.
• Evaluate the effectiveness of the City’s compensation practices through internal and external research of performance benchmarks and critical indicators such as turnover statistics, recruitment success studies, equity studies, and salary range variance analysis.
• Review the City’s Compensation Policy on a regular basis to assess internal equity and competitiveness within the marketplace; develop strategies and recommends adjustments as necessary to support the City’s strategic plan and objectives

Compensation Administration

• Oversee the accurate and efficient processing of payroll for all staff (union, non-union, permanent, temporary and casuals/seasonals) in accordance with all legislation (Employment Standards, Human Rights, Canada Revenue, WCB, OH &S, etc.)
• Provide integrated advice and guidance to internal clients through their Human Resources Business Partners, on day-to-day compensation related issues, strategic compensation management, organization and job design, individual compensation/classification concerns, and associated human resources issues.
• Provide advice and guidance to Human Resources Business Partners regarding client requests for job classifications.
• Assist Human Resources Business Partners and other team members in the administration of the job classification/reclassification process.
• Oversee and provide quality control of the process for both existing and newly created positions, performing and/or directly supervising reviews and job audits.
• Oversee the maintenance and integrity of compensation data and Job Descriptions; consult with Business Systems Analyst on Position Management Database to ensure data integrity and make recommendations for system enhancements.
• Provide information on comparator organizations for compensation surveys and related information requests.

Benefits Administration

• Ensure overall procedural aspects of benefit enrollment, termination and changes in accordance with our benefit contracts, policies, collective agreements, pension plan rules and the Alberta Employment Standards as it relates to leaves.
• Act as the primary point of contact for escalated benefit inquiries.
• Identify City benefits issues from both the employer and benefit carrier perspective and recommend solutions.
• Understand and support the implementation of processes and materials required due to changes to legislation, benefit-provider contracts, handbooks, or collective agreements, or similar, as directed.
• Interact with employees, other staff and benefit carrier service representatives using in-depth technical knowledge of benefit programs to ensure understanding of program provisions and the application to individual employee circumstances.
• Provide information and education to City employees about the value of their benefits programs as one important aspect of the total compensation package.
• Monitor relevancy and accuracy of educational material and provides suggestions.

Policy, Procedure and Strategic Management

• Provide interpretation of the City’s compensation and benefits related policies and procedures.
• Provide recommendations to compensation and benefits related issues in compliance with the City’s policies and procedures, and related wage regulations.
• Develop and implement new compensation plans, revision of policies, standards, procedures, and the design of job description formats.
• Evaluate the effectiveness of the City’s compensation practices through internal and external research of performance benchmarks and critical indicators such as turnover statistics, recruitment success studies, equity studies, and salary range variance analysis.
• Review the City’s Compensation Policy on a regular basis to assess internal equity and competitiveness within the marketplace; develop strategies and recommends adjustments as necessary to support the City’s strategic plan and objectives.

Client Relations and Supervision

• Oversee and supervise the Payroll team including performance management and workload management.
• Implement and update development plans for the payroll team.
• Lead the planning, coordination, facilitation, administration, and reporting of the compensation and benefits review program.
• Plan, develop, and coordinate implementation of job structures and market analysis.
• Lead and guide the implementation of division, department or City-wide restructuring programs and other strategic compensation and benefit projects that impact broadly on key operating facets of the City.

Other Duties

• Understand and adhere to City policies, procedures, and standards, whether written or implied, as amended from time to time.
• Contribute to a positive safety culture by always acting in a safe manner and complying with City safety policies and procedures for staff and contractors.
• Act as a steward of the City’s Corporate Culture by following the “Values, We Live By”.
• Perform other job-related duties.