Requisition number
203303E
Date posted
09/23/2026
Analyst, Compensation and Organizational Design, Human ResourcesPHSA Corporate - HR Services
Vancouver, BC
The Analyst, Compensation & Organizational Design is an integral member of the team and provides subject matter expertise, knowledge and support on classification- and compensation-related matters under the guidance of a senior member of the team with increasing independence (moving from direct, close and to general supervision). Builds and maintains mutually beneficial internal and external working relationships; collaborates with team, HR, HR related stakeholders and industry colleagues; and functions as an advisor and partners with leaders and colleagues on client work requests, projects and industry reviews. Externally represents the organization and works with the Health Employers Association of BC (HEABC) and local and provincial union representatives to investigate issues, reach agreements and complete work requests. Discusses, seeks information and clarification; investigates, clarifies and implements work requests; provides guidance, information and education; and makes recommendations and decisions as appropriate on client, HR and industry requests. Areas of focus include non-contract and bargaining unit job evaluation, classification and compensation; exclusion criteria, research and benchmarking, compiling and synthesizing data, analysis and costings; reporting, project planning, tracking and monitoring; and functions as systems/software super-user. Investigates, documents and actions job and employee record changes, wage increases and collective agreement changes, and prepares employee and union correspondence on matters such as establishing new and reclassifying existing roles, job description objections and employee job review requests. Works in partnership with and supports Specialists and Manager/Director on more complex and contentious matters including larger organizational structure reviews and consultations, executive requests, work design, standardization and process improvement projects, industry changes, reviews and other special initiatives. Commits to practicing and deepening knowledge, skills and abilities with completing job evaluation and/or salary administration requests; gaining familiarity with, and comfort utilizing related agreements, frameworks, guidelines, laws, interpretations and jurisprudence; as well as being able to manage expectations and maneuver difficult conversations.
What you'll do - Develop practical knowledge in and can utilize all five classification systems, exclusion criteria, and related procedure/process. Review new and revised job description submissions and classify jobs in accordance with the applicable non-contract and bargaining unit classification system under the direction of a senior team member. With increasing independence, works directly with leaders to understand the request, gather missing information and clarify assumptions and conflicting information; edit and make suggested changes to submitted job descriptions and ensure language is aligned to the classification; and utilize the exclusion criteria with leaders and HR colleagues to determine the correct employee group. Leverage knowledge and provide advice and guidance to leaders on contained/smaller structure and work redesign; partner with and support more senior team colleagues on larger and complex structure and work redesign.
- Liaise closely with internal HR colleagues including generalist HR business partners and centralized specialty services of talent acquisition and LR, as well as our HR related stakeholders of Employee Records & Benefits, Payroll, timekeeping, and Business Applications. Respond to inquiries by providing information and guidance on processes, collective agreement language, classification systems and content, HR policies and non-contract salary administration. Seek assistance and/or refer matters of a complex or contentious nature to the attention of the Manager or senior professionals on the team as appropriate.
- Communicate with local and provincial union representatives and HEABC on matters pertaining to job classification and compensation, and prepare related correspondence as appropriate. Investigate union job description challenges and employee classification review requests, conducts job audits, draft responses to grievances in consultation with a senior team member, and document accordingly. Seek information from and collegially share information with health authority colleagues.
- Develop knowledge in and skill with investigating non-contract salary placement and salary administration requests, prepares comparison information and other data, and make recommendations for review with a more senior member of the team. Review and assist with non-contract performance increases, union general wage increases and other compensation reviews and initiatives, and complete required disclosure records and required reports.
- Conduct research, benchmarking and comparing industry/market compensation and classification information including collection agreement interpretation, arbitration awards, labour law and jurisprudence; compile data, analyze and summarize information; prepare reports, costings, presentations and briefing notes; identify assumptions, and advise on options, risks and recommendations as appropriate.
- Coordinate projects and/or provide project management support, prepare project timelines and planning documents for review, identify and pull together an appropriate project team, and monitor and report on progress. Implement approved decisions and changes including new or revised team policies, processes and guidelines, job standardization, reclassifications, and grievance settlements by facilitating required systems changes and completing required documentation.
- Prepare detailed costing and statistical analysis related to compensation administration, grievance negotiations and settlement/award payments, collective bargaining, redesign initiatives, jurisdictional reviews and service transfers, and in the preparation of planning, proposals and business cases in order to aid in decision-making.
- Function as a super-user on related software/systems including PeopleSoft Human Capital Management job code and salary tables, identify and investigate data and system issues, and provide systems advice and make recommendations. Work within HR and HR related stakeholders to determine the root of the issue, troubleshoot solutions, streamline system processes, set up new or revised reporting, and to outline and clarify system and data needs of the team/department.
- Identify opportunities for service improvement, provide input on changes, draft processes and guidelines documents, and participate in business process improvement.
- Determine requirements and request new or revised queries to meet regular and ad hoc reporting needs. Monitor and report on statistical information including grievance costings and liabilities, organizational classification or compensation information and team metrics. Fulfils external reporting requirements as needed. Produce a variety of professional and accurate documents including union correspondence, employee letters, spreadsheets, tables, reports and templates. Draft language and documents for team SharePoint site and organizational intranet web pages, and update and upload information as required.
What you bring Qualifications
- A level of education, training and experience equivalent to a recognized Bachelors Degree in Human Resources Management, Business Administration or related, plus a minimum of three (3) years of recent related analytical experience in a large and complex organization including experience working in an unionized environment. Experience utilizing PeopleSoft HCM is an asset.
- Demonstrated knowledge of the historic and ongoing impacts of settler colonialism on Indigenous Peoples in social and health contexts, including supported by significant knowledge of Indigenous-specific mandates, including clear understanding of and commitment to eradicate Indigenous-specific racism and discrimination and embed Indigenous Cultural Safety and Humility.
- Demonstrate comprehensive knowledge of the historic and ongoing impacts of settler colonialism and systemic racism on Indigenous Peoples within social and health contexts. This includes understanding how these factors contribute to current health disparities and barriers to care. Show a clear commitment to identifying, challenging, and eradicating Indigenous-specific racism and all forms of discrimination impacting equity-deserving groups within health care settings. This involves familiarity and understanding Indigenous Cultural Safety and Humility recognizing personal biases, institutional barriers, engaging in anti-racism education and training and advocating for systemic change.
- Demonstrated knowledge and understanding of legislative obligations and provincial commitments within PHSA Corporate - HR Services contexts found in the foundational documents including Truth & Reconciliation Commission's Calls to Action (2015), In Plain Sight (2020), BC's Declaration on the Rights of Indigenous Peoples Act (2019), United Nations Declaration on the Rights of Indigenous Peoples (UNDRIP), Reclaiming Power and Place Missing and Murdered Indigenous Women & Girls Calls for Justice (2019), the Declaration Act Action Plan and Remembering Keegan: A First Nations Case Study - BC Human Rights Code, BC Anti-racism Act and how they intersect across the health care system.
Core Competencies
- Brings an understanding of the Indigenous specific racism and the broader systemic racism that exists in the colonial health care structure, and has demonstrated initiatives in breaking down barriers and ensuring a safe environment ensuring a sense of belonging to all and informed by Indigenous Cultural Safety.
- Awareness of social, economic, political and historical realities of settler colonialism on Indigenous Peoples and familiarity with addressing Indigenous-specific anti-racism, anti-racism and Indigenous Cultural Safety and foundational documents and legislative commitments (the Declaration Act, the Declaration Action Plan, TRC, IPS, Remembering Keegan, etc.).
Skills & Knowledge
- Working knowledge of classification and compensation bargaining unit collective agreement and non-contract language and processes. General knowledge of standard HR policies and practices. Strong analytical, investigative, critical thinking and decision-making skills. Possesses systems thinking and technical competency. Proven ability to perform research, analyze, compare & contrast, synthesize information (both concepts and numbers), produce reports and costings, and draw conclusions and make decisions/recommendations.
- Advanced/intermediate Microsoft Excel skills required; demonstrated knowledge and ability to utilize related equipment and computerized software packages such as the Microsoft Office suite. Fosters open and respectful relationships with colleagues, management and unions that contribute to an atmosphere of trust and mutual respect. Strong verbal and written communication skills; excellent interpersonal skills. Exhibits thoroughness, accuracy, and attention to detail when calculating and summarizing data, records and other information.
- Possesses initiative to research and resolve items that balances out with knowing when to check-in with a more senior member of the team. Demonstrated ability to work effectively within a mentorship environment with increasing independence as well as the ability to work both independently and as part of a team. Ability to coordinate projects, prepare project timelines and planning documents, monitor and report on progress for multiple projects. Proven ability to determine and accomplish objectives, set priorities and meet deadlines.
- Extremely organized with excellent time-management skills. Ability to work effectively under pressure and with changing priorities.
- Demonstrates a commitment to beginning and/or continuing their personal learning journey related to Indigenous-specific racism and dismantling systems of oppression, as well as addressing racism more broadly. Shows willingness to articulate and share their learning experiences to contribute to a culture of motivation and inspiration among peers.
- Demonstrates foundational knowledge of the social, economic, and political realities of settler-colonialism and its impacts on Indigenous peoples and equity-deserving groups within social and health contexts. Understands the impact of social determinants of health-on-health outcomes. Shows a commitment to learning about and upholding legislative obligations and provincial commitments outlined in foundational documents such as the Truth & Reconciliation Commission's Calls to Action (2015), In Plain Sight (2020), BC's Declaration on the Rights of Indigenous Peoples Act (2019), United Nations Declaration on the Rights of Indigenous Peoples (UNDRIP), Reclaiming Power and Place: Missing and Murdered Indigenous Women & Girls Calls for Justice (2019), the Declaration Act Action Plan, Remembering Keegan: A First Nations Case Study, the BC Human Rights Code, Anti-Racism Data Act, and the Distinctions Based Approach.
