Sr. Consultant Compensation

at  Rogers Communications

We are committed to connecting Canadians through unique partnerships, our world-class network and content Canadians love—and our innovative team is growing. We are looking for dedicated team members to join our Corporate team who have a genuine passion for making positive impacts on customers and the communities where we live and work. We have a variety of business units with exciting and meaningful work waiting for you, including Communications, HR, Legal and Corporate Affairs, Supply Chain, Finance, and Real Estate. If you are considering your next step, we have exciting opportunities waiting for you. Come build a rewarding career at Rogers and be a driving force behind our success story!
The Senior Consultant, Compensation supports the development, implementation and maintenance of compensation programs and processes. This position plays a significant role in developing strategic compensation recommendations by conducting detailed analysis and providing guidance that responds to business needs and promotes equity, market competitiveness and performance differentiation. As a key member of the Compensation Team, this individual will also help evolve and work with systems and processes incorporating operational excellence in delivery, execution and communication.

• Support the design, delivery and administration of compensation programs, plans and policies
• Play a lead role in the administration of various cyclical compensation programs (e.g. annual bonus and merit review), including defining business requirements and/or testing program enhancements for compensation systems
• Conduct and interpret complex data analytics to deliver actionable and relevant insights that support informed compensation recommendations and solutions
• Prepare presentations, summaries, reports, process documentation and education materials
• Provide consultation to HR Business Partners and their client groups on compensation related matters as well as education on compensation programs and guidelines
• Conduct external market reviews to evaluate compensation competitiveness and provide recommendations to address critical gaps
• Support the on-going job evaluation process and tools, including conducting job evaluations and contributing to process improvements
• Work with the team to evaluate the effectiveness of compensation programs and processes and continually identify and implement improvements