Compensation Benefits Manager
About the role
Manager, Total Compensation 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.
Key Responsibilities
Compensation Strategy 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.
Job Architecture & Organizational Design 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.
Compensation Programs Lead the design, governance and continuous improvement of: Salary administration Annual compensation review process Incentive plans Short-term incentive programs Long-term incentive programs Vehicle allowance programs Recognition programs (where applicable)
Market Intelligence Conduct market benchmarking and compensation surveys. Analyze labour market trends. Provide recommendations regarding competitive positioning. Maintain relationships with compensation survey providers.
Benefits Strategy 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.
Governance & Compliance Ensure compliance with employment legislation and pay equity requirements. Develop compensation policies and standards. Provide governance over compensation decisions. Support internal and external audits.
Analytics & Reporting Develop executive reporting related to: Salary positioning Market competitiveness Internal equity Compensation costs Workforce trends Budget impacts Compensation analytics Provide recommendations supported by data and business insight.
Business Partnership Partner with: Executive Leadership Team 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
Leadership Responsibilities Lead enterprise compensation initiatives. Influence senior leaders through expert advice. Establish compensation governance across the organization. Build strong partnerships across all business functions. Drive continuous improvement.
Qualifications Education Bachelor's degree in Human Resources, Business Administration, Finance or a related discipline. Certified Compensation Professional (CCP) designation is considered an asset. Experience Seven to ten years of progressive compensation experience. Experience developing enterprise compensation strategies. Strong background in market pricing and job evaluation. Experience supporting executive compensation. Experience within a large, multi-site organization is preferred. Transportation, logistics or federally regulated experience is considered an asset. Knowledge & Skills Compensation strategy Job evaluation methodologies Job architecture Market benchmarking Salary administration Incentive design Benefits strategy Financial analysis Workforce planning Data analytics HR legislation Executive communication Influence and relationship management
Success Measures 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.
Similar Jobs
Compensation Benefits Manager
About the role
Manager, Total Compensation 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.
Key Responsibilities
Compensation Strategy 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.
Job Architecture & Organizational Design 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.
Compensation Programs Lead the design, governance and continuous improvement of: Salary administration Annual compensation review process Incentive plans Short-term incentive programs Long-term incentive programs Vehicle allowance programs Recognition programs (where applicable)
Market Intelligence Conduct market benchmarking and compensation surveys. Analyze labour market trends. Provide recommendations regarding competitive positioning. Maintain relationships with compensation survey providers.
Benefits Strategy 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.
Governance & Compliance Ensure compliance with employment legislation and pay equity requirements. Develop compensation policies and standards. Provide governance over compensation decisions. Support internal and external audits.
Analytics & Reporting Develop executive reporting related to: Salary positioning Market competitiveness Internal equity Compensation costs Workforce trends Budget impacts Compensation analytics Provide recommendations supported by data and business insight.
Business Partnership Partner with: Executive Leadership Team 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
Leadership Responsibilities Lead enterprise compensation initiatives. Influence senior leaders through expert advice. Establish compensation governance across the organization. Build strong partnerships across all business functions. Drive continuous improvement.
Qualifications Education Bachelor's degree in Human Resources, Business Administration, Finance or a related discipline. Certified Compensation Professional (CCP) designation is considered an asset. Experience Seven to ten years of progressive compensation experience. Experience developing enterprise compensation strategies. Strong background in market pricing and job evaluation. Experience supporting executive compensation. Experience within a large, multi-site organization is preferred. Transportation, logistics or federally regulated experience is considered an asset. Knowledge & Skills Compensation strategy Job evaluation methodologies Job architecture Market benchmarking Salary administration Incentive design Benefits strategy Financial analysis Workforce planning Data analytics HR legislation Executive communication Influence and relationship management
Success Measures 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.