Total Rewards Analyst, Compensation

Monitors the Total Rewards mailbox and acts as first point of contact for internal HR on Compensation related issues and questions.

Monitors and researches national, regional and local Compensation and Total Rewards practices and trends in order to identify areas for the enhancement of HRM’s value proposition and talent management tools.

Participates in salary surveys, performs analysis of results to assist in the development of market position for adjustments to pay bands and/or specific job functions.

Coordinates the job evaluation processes, including significant change analysis, maintaining job evaluation databases, participates on job evaluation committee, participates in job evaluation systems review and design development projects.

Provides individual salary recommendations for new hires, acting assignments, promotions, special duties, compression, etc.

Assists with preparing Total Rewards communications material (including Total Rewards Statements) for distribution to all employees as well as responds to day-to-day inquiries regarding compensation.

Participates in the delivery of the annual ISA program including validation, calculation and results review.

Works closely with the HR data control team to ensure compensation related data is captured correctly in the HRIS.

Collects data for bargaining advisory team as required; assist in post-bargaining rollout where compensation issues are impacted.

Supports the development and implementation of strategies and programs as directed.

Participates in Total Rewards or Compensation projects as required.

Participates in group discussions with business stakeholders.

Develops and delivers presentations.

May perform other related duties as assigned.

University Degree in Human Resources or related discipline.

Minimum three years’ recent related Human Resources experience, preferably with a focus on compensation analysis.

Experience in a related fast paced and demanding environment.

Recognition as a Certified Professional in Human Resources is an asset.

Compensation designation such as CEBS or CCP designations would be considered is an asset.

Experience working in a diverse and decentralized organization, ideally in the public sector is an asset.

Experience with job evaluation or Compensation is an asset.

Experience with SAP is an asset.

Current knowledge of HR trends and a good understanding of Compensation.

Effective at building partnerships, both inside and outside the team, and working collaboratively with others to meet shared objectives.

Intermediate proficiency in Microsoft Excel in a compensation position.

Proficiency in computer applications, including Microsoft Word, Outlook, HRIS.

Understanding of total reward practices, and other applicable municipal, provincial, and federal legislation.

Research skills and ability to understand and apply research and statistics in report writing and decision-making.

A strong knowledge of labor laws compensation and privacy standards are beneficial.

Good knowledge of the Korn Ferry Hay job evaluation system or similar job evaluation point factor system.