Manager, Compensation
Reporting to the Director, Total Rewards & People Technology, the Manager, Compensation is accountable for the end to end design, governance, and execution of compensation programs, ensuring alignment with organizational strategy, workforce planning, and financial objectives. This role provides enterprise leadership across compensation, job architecture, and position management, and leads complex, cross functional initiatives from concept through successful implementation, delivering sustainable, scalable outcomes for the business.
This position will be based in our Mississauga, Ontario head office
What You Will Be Working OnLeadership
- Support and model a culture that encompasses the highest ethical standards aligned with the Company’s core values.
- Act as a trusted advisor to senior leaders, providing clear, data‑driven recommendations on compensation, job design, and workforce structure.
Strategic Initiatives
- Lead the design, implementation, and ongoing governance of all compensation‑related strategies and initiatives, including base pay, incentive programs, profit sharing, job architecture, and position management.
- Own and drive large‑scale, complex projects end‑to‑end, including scope definition, stakeholder alignment, timelines, risk management, change management, and delivery of measurable outcomes.
- Lead and perform complex analysis and financial modeling to support rewards strategy, workforce planning, budgeting, program design, and executive decision‑making.
- Gather market intelligence, analyze competitive survey data, lead annual market pricing cycles, and develop budget and cost impact recommendations for senior leadership.
- Facilitate and influence executive and senior leader decision‑making using deep expertise in compensation, market practices, and internal equity.
- Support leaders in delivering on pay‑related accountabilities by providing education, decision frameworks, tools, and clear communication guidance.
Job Architecture & Position Management
- Lead and maintain the organization’s job architecture framework, ensuring roles are clearly defined, consistently leveled, and aligned to business strategy, career progression, and market benchmarks.
- Provide governance over position management, including the creation, evaluation, modification, and approval of roles to ensure organizational integrity, cost control, and alignment with workforce plans.
- Partner with People & Culture, Finance, and business leaders to ensure position design supports operating models, spans and layers principles, and future‑state organizational needs.
- Serve as the subject‑matter expert on job evaluation methodologies, leveling standards, and role differentiation across professional, operational, and leadership populations.
- Ensure job architecture and position data are accurately reflected in Workday and downstream compensation and reporting processes.
Compensation Programs
- Develop, evolve, and integrate compensation programs, policies, and procedures to ensure market competitiveness, internal equity, operational simplicity, and cost effectiveness.
- Provide leadership in the design and delivery of compensation programs, tools, and processes that enable consistent, high‑quality execution across the organization.
- Oversee the annual administration of merit increases, incentive and profit‑sharing programs, and off‑cycle compensation actions, ensuring accuracy, governance, and stakeholder alignment.
- Manage the administration of compensation programs including job evaluation systems, pay‑for‑performance frameworks, and incentive plans.
- Complete required compliance, governance, and Board‑level reporting related to compensation.
Corporate & Cross‑Functional Leadership
- Lead and contribute to enterprise‑wide initiatives as requested, often operating in highly complex, matrixed environments.
- Build strong cross‑functional partnerships across People & Culture, Finance, Operations, and other Centres of Excellence to deliver integrated solutions.
- Identify opportunities for process improvement and operational rigor across compensation and job management practices, driving efficiency and scalability.
What We Are Looking For- Undergraduate degree in Human Resources, Business, or a related field.
- Minimum ten (10) years of progressive Human Resources experience, including at least five (5) years in a senior compensation or total rewards leadership role.
- Demonstrated experience leading complex, multi‑stakeholder projects to successful completion, with accountability for outcomes, timelines, and change adoption.
- Deep expertise in job architecture design, job evaluation, and position management governance within a mid‑to‑large, multi‑role organization.
- Certified Compensation Professional (CPP) designation considered an asset.
- Experience preparing and presenting compensation recommendations to executive leadership and Boards of Directors.
- Expert knowledge of compensation principles, market pricing, and analytical methodologies.
- Strong operational discipline with a proven track record of process improvement.
- Advanced technical proficiency in Microsoft Office (especially Excel), Workday; Viewpoint considered an asset.
- Ability to operate effectively in ambiguity, balance strategic thinking with execution, and drive work forward independently.
- Strong influencing, communication, coaching, and stakeholder management skills.
