We are looking for an experienced
Manager, Compensation, who thrives in complex, high-stakes environments and brings strong experience navigating the
US market and US labour legislation- including FLSA regulations, state-level pay equity frameworks, and regional pay transparency mandates.
While physically based out of our
Vancouver office, you will serve as a Compensation Manager, acting as the senior compensation consultant to assigned business units (which may span multiple regions) and a hands-on people leader within the Total Rewards team. You possess the professional maturity to influence senior leaders, navigate sensitive and consequential compensation decisions - including restructures, STIP design, leveling, and organizational design - and develop the people around you to deliver exceptional advisory work. You evolve programs to meet emerging business needs with a focus on measurable outcomes.
This role reports to: Senior Manager, Compensation
This role is hybrid (2-3 days/week in the office) - based in Vancouver office
Key Accountabilities:
Leadership & People Development
- Team Management: Provide direct leadership to Compensation Partner/ Analyst overseeing their professional development, performance management and daily deliverables. Set clear expectations, create accountability, and build a high-performing team culture.
- Capability Building: Act as a technical mentor and coach, elevating the team's compensation advisory and analytical capabilities and ensuring the delivery of high quality, actionable insights to the business
- Workload Management: Manage team capacity across competing priorities and prioritize workstreams to ensure alignment with the broader HR strategy.
- Talent Development: Identify development opportunities for each team member, actively supporting their progression and building the bench strength of the compensation function.
Business Partnering & Advisory
- Senior Compensation Consulting: Serve as the senior compensation lead advisor for assigned business units, leading complex and sensitive matters including offer recommendations, job leveling, restructuring, and organizational design.
- Solution Design: Partner with HR Business Partners (HRBPs) and business leaders to co-create compensation solutions that balance business objectives, market competitiveness, and fiscal responsibility. Bring a commercially grounded perspective to every recommendation and ensure solutions are scalable and consistent with TMX's pay philosophy.
- Cross-Functional Partnership: Partner with Talent Acquisition, Finance, HR Technology, and business leaders to ensure the seamless execution of salary planning, bonus accruals, and financial forecasting across assigned portfolios.
- Compensation Literacy: Lead education sessions for employees, managers, and HRBPs to build compensation literacy and program engagement - and equip team to do the same.
Market Intelligence & Compliance
- Survey Strategy: Lead the annual market survey process for assigned functions, refreshing the survey strategy to ensure data sources remain relevant to TMX's evolving competitive landscape. Translate complex market data into clear, actionable insights that help leaders navigate the balance between market competitiveness and internal equity.
- Pay Equity & Compliance Ownership: Serve as TMX's subject matter expert for US compensation compliance - proactively monitoring Fair Labour Standards Act (FLSA) classifications, state-level pay equity requirements, and regional wage-and-hour laws. Provide strategic guidance to HR and Legal on required actions, timelines, and disclosures.
- Pay Transparency: Stay ahead of state and local pay transparency legislation, providing proactive guidance to Talent Acquisition and leadership on required disclosures and program adjustments.
Projects and Programme Support
- Portfolio Stewardship: Own the compensation outcomes for your entire regional and business unit portfolio - ensuring every decision within your scope reflects TMX's pay philosophy, is defensible under scrutiny, and is delivered with consistency across your team.
- Project Leadership: Independently lead regional and business unit-specific compensation projects from scoping through to delivery - such as job architecture reviews, pay structure updates, and compensation initiatives within assigned portfolios. Support enterprise-wide programs led by the Senior Manager, Compensation as required.
Skills & Experience
Must-Haves:
- Experience & People leadership: 7+ of progressive experience in compensation in a business partner or advisory capacity, with a demonstrated track record of leading complex compensation conversations with senior business leaders and HRBPs, including 2-3 years of experience directly managing or formally mentoring employees with a demonstrated ability to develop talent and build high-performing teams.
- Project Management: Proven track record of managing complex cross functional projects.
- Consulting Depth: Proven ability to advise senior leaders on complex and sensitive compensation matters - including restructuring, STIP design, job leveling, and organizational design - with sound independent judgment and commercial acumen.
- US Regulatory Knowledge: Strong working knowledge of US compensation regulations (including FLSA exemption testing, state-specific pay equity laws, and pay transparency requirements) along with experience benchmarking and designing structures for the US talent market.
- Technical Knowledge: Deep expertise in total rewards principles, job evaluation methodologies, and compensation program design. Advanced proficiency in Workday Compensation, including incentive plan configuration and system enhancements.
- Analytical Rigor: Demonstrated ability to deliver high-quality, accurate work under tight deadlines in a fast-moving environment - balancing precision with pace without sacrificing either.
- Adaptability: Proven ability to operate effectively in a complex, fast-changing environment - maintaining rigor and sound judgment through ambiguity.
- Tools: Advanced proficiency in MS Excel/Google Sheets (complex modeling) and project management frameworks.
- Education: Bachelor's degree in Human Resources, Business, Finance, or a related field.
Nice-to-Haves:
- System Expertise: Direct experience with Workday Advanced Compensation modules is an asset.
- Sales Compensation: Experience in the design and management of Sales incentive Plans
- Professional Designations: Completion of, or progress toward, CCP (Certified Compensation Professional) or CHRP/CHRL designation.
Salary Range: 110,000/year - 130,000/year CAD
Please note that the Salary Range included is a guideline only. The salary offered may vary based on factors, including, but not limited to, the successful candidate's relevant knowledge, skills, and experience.
