Compensation Benefits Manager

Department: People & Organizational Effectiveness

Reports to: Vice President, People & Organizational Effectiveness

Location: Flexible

The Manager, Total Compensation, is responsible for developing, implementing and governing enterprise compensation strategy. This role ensures compensation programs are competitive, equitable, financially sustainable and aligned with organizational objectives.

As the organization's subject matter expert for compensation, the Manager provides strategic advice to executives, business leaders and HR Business Partners on compensation design, market competitiveness, job evaluation and pay governance. The role partners closely with Shared Services, Finance and business leaders to support organizational growth, workforce planning and business performance.

This position focuses on strategy, governance and program design rather than payroll administration.

• Develop and maintain the organization's compensation philosophy.
• Design compensation programs that support business strategy and organizational objectives.
• Review and recommend salary structures, pay ranges and compensation frameworks.
• Evaluate emerging compensation trends and recommend enhancements.
• Support executive compensation recommendations.

• Develop and maintain the enterprise job architecture.
• Lead job evaluation activities using a consistent methodology.
• Ensure internal equity across all functions.
• Partner with Organizational Development on organizational design initiatives.
• Support workforce planning through role classification and position benchmarking.

Lead the design, governance and continuous improvement of:

• Salary administration
• Incentive plans
• Short-term incentive programs
• Long-term incentive programs
• Vehicle allowance programs
• Recognition programs (where applicable)
• Conduct market benchmarking and compensation surveys.
• Provide recommendations regarding competitive positioning.
• Maintain relationships with compensation survey providers.

• In partnership with benefit providers and Shared Services:
• Evaluate benefit plan competitiveness.
• Recommend plan enhancements.
• Support retirement program strategy.
• Participate in vendor reviews and renewals.

• Ensure compliance with employment legislation and pay equity requirements.
• Develop compensation policies and standards.
• Support internal and external audits.

Develop executive reporting related to:

• Salary positioning
• Internal equity
• Compensation costs
• Workforce trends
• Compensation analytics

Provide recommendations supported by data and business insight.

Partner with:

• HR Business Partners
• Finance
• Shared Services
• Talent Acquisition
• Organizational Development
• Business leaders

Provide strategic consultation regarding:

• Hiring offers
• Promotions
• Organizational restructures
• Market adjustments
• Retention strategies
• Executive compensation
• Workforce planning

• Influence senior leaders through expert advice.
• Establish compensation governance across the organization.
• Build strong partnerships across all business functions.

• Bachelor's degree in Human Resources, Business Administration, Finance or a related discipline.
• Certified Compensation Professional (CCP) designation is considered an asset.

• Seven to ten years of progressive compensation experience.
• Strong background in market pricing and job evaluation.
• Experience supporting executive compensation.
• Experience with in a large, multi-site organization is preferred.
• Transportation, logistics or federally regulated experience is considered an asset.

• Job architecture
• Salary administration
• Benefits strategy
• Financial analysis
• Workforce planning
• Data analytics
• HR legislation
• Executive communication
• Influence and relationship management

The Manager, Total Compensation will be successful when they:

• Maintain a competitive and sustainable compensation framework.
• Improve internal pay equity and governance.
• Deliver accurate and timely market intelligence.
• Support strategic workforce planning through robust job architecture.
• Provide trusted compensation advice to leaders.
• Enhance the employee value proposition through effective compensation and benefits programs.
• Deliver meaningful analytics that support business decisions.