Senior Compensation Specialist Save job Remove saved job

This position currently falls within our hybrid model, allowing the employee to typically work a minimum of 50% of your time at your regular work location and the other 50% of time at home.

Job Summary

Reporting to the Manager Total Rewards, the Senior Compensation Specialist leads projects, identifies and implements program and process redesign opportunities, conducts analysis, and develops recommendations to ensure compensation and rewards are competitive, sustainable, and are administered effectively and efficiently. This includes recommendations for policy development, collective bargaining, program design and maintenance for the Region’s compensation programs, including salary plans, job evaluation, market competitiveness, pay equity and other total rewards programs.

Education

• Post-secondary diploma in Business Administration/HR or related field.
• Post-secondary degree in Human Resources, Business or related field is preferred.

Knowledge

• 5 years’ experience in job design, salary administration, compensation analysis, job evaluation and pay equity, and total rewards.
• 5 years’ experience in human resources with breadth in total rewards, labour relations, and/or recruitment in a multi-union environment is preferred.
• Demonstrated experience compiling and analyzing data, presenting findings and consulting on outcomes
• Knowledge of all applicable legislation, including Pay Equity.
• Certified Compensation Professional (CCP) is preferred.
• Certified Human Resources Leader (CHRL) is preferred.
• Certified Employee Benefit Specialist (CEBS) or Certified Benefit Professional (CBP) is preferred.

Responsibilities

Leads research, analysis and design in compensation programs and structures, monitors industry trends and developments to assess external competitiveness and internal equity of rewards programs, salary structures, premiums and policies (25% of time)

• Conducts external and internal reviews, salary surveys, market analysis, models and statistical research and inter-relationship analysis of multiple salary structures and costings to inform strategic decisions
• Develops and recommends union and non union compensation strategies to ensure competitiveness within the market and internal equity
• Prepares presentations and reports for approval; communicates findings and recommendations
• Develops and implements change management and communications strategies to ensure transparency of compensation and rewards programs, including program reviews
• Provides technical advice and subject matter expertise input into Human Resources strategies such as the People Plan, Total Rewards Strategy and Labour Relations Strategy

Manages job evaluation systems and maintains salary structures for non union and union groups. (40% of time)

• Assesses the impact of re-organizations and job changes, conducts job evaluations of new and changed jobs, ensures internal equity, and consideration of pay equity plans and legislation
• Facilitates and maintains job evaluation plans, trains committee members, facilitates committee meetings, and communicates results
• Maintains accurate job documents and records; maintains, job codes and non-person profiles
• Manages salary administration programs, requests and exceptions, ensuring necessary approvals are in place
• Maintains salary and compensation structures, coordinates the implementation of individual and across the board increases including pay for performance and the preparation of total rewards statements
• Administers funding-related compensation components by completing required documentation for the MOH/AMOH funding initiative, administers compensation elements as approved by the Ministry and reconciles annually
• Monitors pay equity, presents findings, maintains compliance and facilitates the communication and implementation of results
• Monitors changes to the Pay Equity Act and other related legislation, ensuring policies and practices are reviewed and updated as required

Develops and maintains costing and reconciliation models for union and non union compensation and total rewards. (15% of time)

• Creates costing models and provides data-informed recommendations and alternatives for budgeting, collective bargaining and pay for performance program increases
• Supports collective bargaining by attending bargaining sessions, as required, to provide real-time costing analysis and advice to the bargaining committee, and contributes to the preparation of committee and council reports

As the compensation and job evaluation subject matter expert for the organization, provides leadership, guidance and consultation to HR staff related to compensation and rewards programs, practices, emerging trends and exceptional circumstances (20%).

• Guides HR staff in the interpretation and application of compensation and salary administration, job evaluation systems and processes, rewards programs, policy interpretation, processes, procedures and exceptional situations
• Supports recruitment and workforce decisions by providing compensation insights and interpretation of policies and programs
• Provides advice and consultation to senior HR leaders, Labour Relations, and management bargaining committees related to compensation strategies and market trends
• Provides advice to managers and HR staff on matters relating to job descriptions and the job evaluation process and impacts, including re-organizations
• Identifies and leads opportunities for improving job evaluation plans, processes, templates and resources, providing recommendations, coordinating input from JE committees, labour relations and other invested parties, and ensures maintenance of internal equity and pay equity
• Participates in interviews and the selection of staff; supervises students.

Perform other related duties and responsibilities as assigned or required.  

Special Requirements

• In accordance with the Corporate Criminal Record Check Policy, the position requires the incumbent to undergo a Criminal Records Check and submit a Canadian Police Clearance Certificate.
• Regional staff strive to enable the strategic priorities of council and the organization through the completion of their work. Staff carry out their work by demonstrating the corporate values.

To view the full job description and requirements, visit our Careers page – Job Opening # 42376

Uncover the wonder of the Niagara Region and join a team dedicated to meeting tomorrow’s challenges…today!

Let us know why you would be an excellent team member by submitting your online application no later than May 19, 2025, before midnight by visiting our ‘Careers’ page.  We thank all candidates for their interest however, only those candidates selected for an interview will be contacted.