Job SummaryUnder the general supervision of the Division Chief/Deputy Division Chief, the Senior Human Resources Officer (Compensation and Employment) leads the design, delivery, and continuous enhancement of the Fund's compensation and employment frameworks. The role provides advice on compensation, job architecture, grading, and employment categories; oversees relevant work programs and staff; and ensures policies and practices remain equitable, coherent, data-driven, and aligned with institutional priorities.
Major Duties and Responsibilities- Leads the design, implementation, and administration of the Fund's compensation, recognition, and rewards programs, and employment policies, programs, and practices, ensuring alignment with institutional priorities and the Fund's governance framework.
- Serves as a senior subject matter expert, advising HRD leadership and departments on complex compensation and employment framework matters, including pay decisions, offers, salary adjustments, exceptions, employment categories, job audits, grade alignment, and classification issues.
- Leads the preparation of policy proposals, management briefings, Board papers, and staff communications, translating complex analysis into clear options and recommendations for senior stakeholders.
- Leads outward-facing engagements, often representing the division in stakeholder engagements on related matters.
- Builds strong relationships within the institution, effectively managing disagreements to ensure coordinated, durable policies and administration.
- Oversees market benchmarking and analysis to support compensation structures, policy development, and the annual salary review process, including merit matrix design and processes.
- Ensures accurate calculations, reliable systems processing, and consistent policy application through close collaborates with Talent Management, HR Operations, Client Services, FIN, ITD, LEG, OBP, ORM, SAC, and other stakeholders in support of promotion, merit, employment, and compensation processes.
- Oversees governance and secretariat responsibilities of the Institutional Review Committee (IRC) in coordination with the relevant divisions. This includes IRC members engagement and ensuring sound due diligence, consistent policy application, complete documentation, and timely resolution of escalated cases.
- Ensures the integrity of the Fund's job grading and job architecture frameworks through annual job audit process, job evaluation guidance, and continued refinement of job families, grade alignment, and classification practices.
- Provides day-to-day technical leadership for compensation and employment workstreams, including coordinating and assigning work, reviewing outputs, setting quality standards, coaching colleagues, and fostering knowledge sharing to ensure timely, consistent, and high-quality delivery of divisional priorities.
- Monitors external developments and emerging practices in compensation and employment, including trends across comparator organizations, and recommends responsive, forward-looking policy and program enhancements.
- Performs other job-related duties as assigned.
Qualifications and ExperienceIn addition to the requirements set forth in the applicable job standards, the successful candidate should meet the following qualifications and competencies:
- Educational development typically acquired through an advanced university degree in human resources, business administration, economics, finance, or a related field, supplemented by at least eight years of relevant progressively responsible experience; alternatively, a university degree and fourteen years of relevant professional experience.
- Demonstrated ability to lead complex work programs and supervise staff, establish analytical and quality standards, manage competing priorities, and deliver through others.
- Proven ability to advise and influence senior stakeholders, exercise sound judgment on complex or sensitive policy matters, and translate quantitative and policy analysis into clear, practical recommendations.
- Strong analytical and quantitative skills and proficiency in HR technology and analytical tools; experience using PeopleSoft and Workday to support compensation and employment processes is an advantage
- Demonstrated experience in compensation and employment policy, with deep knowledge of compensation design, market benchmarking, salary administration, job evaluation and architecture, grading, and related governance.
- Strong partnership, client-service, and communication skills, with the ability to work effectively across functions and present complex issues clearly in written and oral form. Contributes as required to strategic HR priorities beyond compensation and employment.
Department:HRDTR Human Resources Department Total Rewards
Hiring For: A13
