SLC Management is a growing global asset management firm providing innovative and diversified investment solutions to institutional investors. We are breaking new ground with a full spectrum of solutions for a growing institutional client base of more than 1400 organizations. Our history of organic and strategic growth reflects this commitment with over CA$387/US$286 billion in assets under management (AUM). As a subsidiary of Sun Life, we are aligned with one of the world’s leading financial services companies, and benefit from the stability and strength of that relationship.
We are a performance-driven organization with a deliberate focus on fostering a development-focused, inclusive culture revolving around our Core Values of being client obsessed, valuing each other, acting with speed and having an owner’s mindset. As part of our team, you play a role in fulfilling our purpose and making a difference. We offer a rewarding work environment that is filled with opportunity for growth where you will be empowered to meet the challenges of a highly competitive landscape.
Visit our website to learn more and for the most up to date AUM information.
SLC Management offers a mix of in-office and virtual work where our employees are empowered to do their best. Generally, employees are expected to work three or more days in-office each week with flexibility depending on their business, client and team needs.

• Oversees and delivers the work of the compensation function for the SLC’s line of business such as the annual compensation cycle, market benchmarking, salary and incentive structure design, compensation recommendations, job evaluation, ensuring appropriate governance and compliance with legislation.
• Champions SLC’s compensation philosophy and partners across HR and the business to ensure compensation programs are designed and delivered in alignment with business and HR objectives.
• Contributes as a senior Total Rewards leader and member of SLC HR Leadership Team in shaping and delivering strategies, promoting employee-orientation and integration in delivery of all total rewards work, and finding and developing talent for the future.
• Builds strong relationships with HR Business Partners, Business Leaders and Cross Functional teams. Provides consultation and partnership to understand their strategic priorities and business objectives; leverage this insight to develop and transform compensation programs to support our overall business objectives.
• Develop compensation financial and data models and tools to provide a platform for decision making on a variety of business issues including headcount growth and staffing.
• Works collaboratively with HR and Communications teams to develop and implement effective communication and change management plans to enhance the employee experience and perceived value of our programs. May include conducting market research, internal analysis, establishing design principles, building design alternatives, outlining implications through modeling, determining employee and cost impacts, and creating communication and transition plans.
• Monitors external developments and trends impacting employee reward programs and proactively identifies strategies and tactics to respond.