Markham Corporate- Senior Manager, Rewards & Recognition

Markham Corporate
- Senior Manager, Rewards & Recognition

Markham, ON, Canada

Posted Wednesday, February 18, 2026 at 5:00 AM

Senior Manager, Rewards & Recognition

Location:

505 Miller Avenue, Markham, Ontario

Position Type:

Permanent Full-Time

Reporting To:

VP of People & Culture

Start Date:

Immediately

Hours:

Monday to Friday, 8:00am to 4:30pm

Compensation:

$115,000-$130,000 per annum

Miller Waste Systems Inc. has been in operation since 1961. As a proudly Canadian, privately owned and operated Waste Company, Miller Waste is a leader in waste management and diversion, providing governments and industries with a wide range of services in the province of Ontario, Nova Scotia, New Brunswick, and Manitoba, and currently operates out of more than 30 locations.

Our people are our number one asset and together we are working towards achieving our vision to be the most trusted, most operationally excellent integrated waste provider in North America.

Join us and become a part of the Miller Waste team and be a part of something great, where you can make a difference.

Summary:

The Senior Manager, Rewards & Recognition is a strategic Human Resources professional responsible for designing, implementing, and managing comprehensive compensation, benefits, pension, retention, and rewards programs for Miller Waste Systems Inc.’s employees across multiple locations in Ontario, Nova Scotia, New Brunswick, and Manitoba. They are ultimately accountable for programs and policies which pertain to employees' attendance and disability management. Reporting to the VP of People & Culture, they play a critical role in ensuring that the organization remains competitive in attracting, retaining, and motivating top talent while adhering to regulatory requirements and industry best practices.

Responsibilities
:

• Leading a team of human resources professionals supporting benefits, pension, disability management, rewards, and employee engagement.
• Provide leadership, coaching, and guidance to the Rewards and Recognition team members, fostering a culture of accountability, innovation, and continuous improvement.
• Drive initiatives to promote engagement and psychological well-being throughout the organization, ensuring fair and equitable practices.

Strategic Compensation Planning & Data Analysis

• Develop and execute comprehensive total compensation strategies aligned with organizational goals, values, and industry benchmarks.
• Lead the design, evaluation, and modification of compensation programs, including base pay structures, performance-based incentive plans, pay equity, and value-added employee benefits, while ensuring fairness and competitiveness.
• Evaluate and classify job positions within the organization to ensure standardized pay policy and structure and to maintain equitable pay practices and compliance with pay equity regulations.
• Conduct market analyses and benchmarking studies to ensure the competitive positioning of compensation programs and alignment with market trends and best practices by utilizing data analytics to make informed decisions.
• Provide strategic guidance and recommendations to senior leadership on compensation-related matters, including salary budgeting, pay equity, and employee engagement and retention strategies.
• Lead the collection, analysis, and interpretation of compensation data from internal and external sources to inform decision-making and program design.
• Conduct ad-hoc analyses and scenario modelling to assess the financial impact of proposed compensation changes and initiatives.
• Collaborate with Finance and Accounting teams to ensure accurate budgeting, forecasting, and accounting for compensation expenses.

Compensation Program Management

• Oversee the administration and governance of all compensation programs, policies, and procedures.
• Lead annual total rewards processes such as merit increases, performance bonuses, and ad-hoc market adjustments.
• Ensure compliance with applicable laws and regulations governing compensation practices, including ESA and pay equity legislation.
• Develop and maintain job evaluation and classification methodologies to ensure consistency in pay practices and internal equity.
• Provide guidance to People & Culture Business Partners on pay decisions, policy interpretations, and job evaluations.
• Monitor and analyze compensation data, metrics, and trends to assess program effectiveness, identify areas for improvement, and make data-driven recommendations.
• Monitor external salary survey data to ensure alignment with the Company’s compensation objectives and maintain competitive advantages in the market.
• Manage relationships with external vendors, consultants, and service providers to support compensation program administration, benchmarking, and technology solutions.
• Evaluate and recommend compensation software platforms, tools, and resources to enhance program efficiency, accuracy, and user experience.
• Oversee the implementation and integration of compensation systems, ensuring data integrity, security, and…