Position Summary: The Total Compensation and HRIS/HCM Manager is responsible for leading the design, administration, communication, and continuous improvement of the organization's compensation, benefits, retirement, Canada and the United States and HR systems programs. This role partners closely with Human Resources, Finance, Payroll, IT, business leaders, brokers, vendors, and external advisors to ensure total rewards programs are competitive, compliant, scalable, and aligned with business and talent strategies while managing HRIS/HCM business process flows and system implementation.
Key ResponsibilitiesHRIS/HCM:
- Lead or support HRIS/HCM implementation and optimization projects, including requirements gathering, process design, configuration support, testing, data validation, change management, training, and post-implementation stabilization.
- Act as a functional subject matter expert for HRIS/HCM modules related to compensation, benefits, retirement, employee data, reporting, workflows, and integrations.
- Establishes project management cadence and timelines working closely with the vendor implementation team keeping the project on time and on task.
- Maintains HCM structure post implementation and point person for business process change management.
- Develops, maintains, and delivers compensation and workforce analytics by leveraging HRIS and related data sources to provide accurate, timely, and actionable insights.
- Ensures data integrity through regular audits and validation processes, identify trends and opportunities for improvement, and translate complex data into meaningful recommendations that enhance compensation programs, workforce planning, and overall organizational effectiveness.
Compensation:
- Develop, implement, and manage total compensation strategies, programs, policies, and practices that support attraction, retention, engagement, pay equity, and business performance.
- Lead compensation planning processes, including annual merit cycles, salary structure reviews, job evaluation, market benchmarking, incentive planning, salary recommendations, and compensation communications.
- Provide strategic guidance to HR business partners, leaders, and executives on compensation decisions, job architecture, salary ranges, pay equity considerations, and market competitiveness.
- Oversee Canadian and U.S. health and welfare benefits programs, including plan design, renewals, vendor management, employee communications, cost analysis, eligibility, compliance, and issue resolution.
- Manage retirement programs, including Canadian RSP/group retirement plans and U.S. 401(k) plans, ensuring strong governance, accurate administration, vendor oversight, employee education, and regulatory compliance.
- Partner with Payroll, Finance, IT, Legal, and external vendors to ensure accurate data, timely processing, effective controls, and compliance with Canadian federal/provincial and U.S. federal/state requirements.
- Develop dashboards, reports, and analytics to monitor compensation, benefits participation, plan costs, workforce trends, and total rewards effectiveness.
- Support annual budgeting, forecasting, audit requests, benefit invoice reconciliation, policy updates, and continuous improvement initiatives.
- Prepare and deliver clear communications, presentations, tools, and training materials to improve employee and leader understanding of total rewards programs.
- Maintain awareness of market trends, legislative changes, emerging HR technology, and best practices in total rewards and HR systems.
Qualifications and Experience- Post secondary education in Human Resources, Business Administration, Finance, Accounting, or a related field; equivalent experience may be considered.
- Minimum of 5 years of progressive experience in total rewards, compensation, or benefits.
- Hands-on experience leading or participating in HRIS/HCM implementation, configuration, optimization, testing, data conversion, reporting, and change management.
- Familiar with payroll processing, administration and auditing an asset.
- Experience supporting both Canada and the United States preferred.
- Demonstrated experience with compensation planning and strategy, including salary structures, market pricing, job evaluation, annual compensation cycles, incentive programs, and pay equity analysis.
- Strong working knowledge of Canadian and/or U.S. benefits practices, including health, dental, vision, disability, life insurance, wellness programs, leaves, retirement savings plans, RSPs, and 401(k) plans.
- Advanced proficiency with Microsoft Excel and strong ability to analyze, interpret, and present complex compensation, benefits, and workforce data.
- Knowledge of applicable employment standards, pay equity, tax, privacy, benefits, retirement, and regulatory requirements in Canada and the United States.
Core Competencies- Strategic and analytical thinking with the ability to translate data into practical recommendations.
- Strong project management skills with the ability to lead cross-functional initiatives and manage competing priorities.
- Excellent communication, facilitation, and presentation skills with the ability to explain complex programs clearly to diverse audiences.
- High attention to detail, accuracy, confidentiality, and sound judgment.
- Collaborative, service-oriented approach with the ability to build trust with leaders, employees, vendors, and internal partners.
- Continuous improvement mindset with a focus on process efficiency, system optimization, compliance, and employee experience.
