What can you expect from this position?Reporting to the Manager, Compensation, the Senior Advisor, Compensation serves as a trusted advisor to HR and business leaders, providing expert guidance on compensation programs, job evaluation, job architecture, and pay governance. You will play a key role in administering and continuously improving compensation programs that support organizational objectives while ensuring internal equity, market competitiveness, and legislative compliance. Leveraging data-driven insights, market research, and advanced compensation analysis, you will inform strategic compensation decisions, support annual compensation cycles, and help maintain a strong compensation framework that enables workforce planning, organizational design, and employee attraction and retention.
As a Senior Advisor, Compensation, you will:- Lead the evaluation of new and revised positions using established job evaluation methodologies while ensuring consistency and integrity across the organization's job architecture.
- Lead the administration and maintenance of job description and job evaluation systems and tools, ensuring data integrity, process efficiency, and alignment with compensation framework requirements.
- Provide expert compensation advice and recommendations to HR partners, Talent Acquisition teams, and business leaders on salary decisions, job evaluations, organizational changes, and compensation policies.
- Support the development, implementation, and administration of compensation programs, including annual compensation reviews, incentive programs, salary structures, and pay governance initiatives.
- Conduct market pricing, benchmarking, and compensation research to support competitive, equitable, and data-informed compensation decisions.
- Analyze compensation data, labour market trends, and economic indicators to provide insights and recommendations that support workforce and business planning.
- Maintain and enhance job architecture, salary structures, compensation tools, policies, and governance frameworks that support organizational growth and consistency.
- Support Pay Equity initiatives and ensure compensation practices align with applicable legislation, regulations, and organizational policies.
- Partner with HR Technology, Payroll, and other stakeholders to improve compensation processes, reporting capabilities, data integrity, and system functionality.
- Prepare compensation analyses, reports, modelling, and presentations to support leadership decision-making and compensation strategy discussions.
- Drive continuous improvement initiatives by identifying best practices and enhancing compensation programs, processes, and tools.
This is the role for you, if you have: - 5+ years of progressive experience in compensation, total rewards, human resources, or a related discipline, preferably within a complex organization.
- Experience applying job evaluation methodologies, including Mercer IPE, and job description systems, such as JDXpert or comparable frameworks.
- Demonstrated experience supporting compensation programs, salary administration, market benchmarking, job evaluation, and compensation analysis.
- Experience working with HRIS platforms, reporting tools, and advanced Excel functions to support compensation analysis and reporting.
- Strong knowledge of compensation principles, pay governance, market pricing methodologies, and compensation best practices in unionized and non-unionized environments.
- Proven ability to build strong working relationships and provide trusted advice to leaders, HR partners, and cross-functional stakeholders.
- Strong analytical and quantitative skills, with the ability to interpret complex data and translate findings into actionable recommendations.
- Excellent communication, presentation, and stakeholder management skills, with the ability to explain complex compensation concepts to diverse audiences.
- Post-secondary education in Human Resources, Business, Commerce, Economics, Mathematics, or a related field, or an equivalent combination of education and experience.
- A CCP, CHRP, or progress toward a professional designation is considered an asset.
- Demonstrated experience working in a customer-centric environment.
- Ability to obtain and retain Transportation Security Clearance at the designated level for the position.
