Compensation Director, Global Functions

RBC•Toronto, ON

1d•Onsite

About The Position

Join RBC’s dynamic Compensation team and become a catalyst for innovation in how we reward and empower our people! As Compensation Director, Global Functions you’ll blend analytical prowess with strategic thinking to design cutting-edge compensation solutions that drive RBC’s success. From crafting predictive compensation models to leading market research that sets industry benchmarks, your work will directly impact our ability to attract, engage, and retain top talent. Reporting to the VP, Compensation, you’ll collaborate with a forward-thinking team of HR professionals who are passionate about creating exceptional employee experiences. This isn’t just a role—it’s a chance to redefine what’s possible in total rewards!

Requirements

A Bachelor’s degree in HR, Finance, or a related field.
10+ years in compensation management, with demonstrated leadership in strategy development.
Proven experience in compensation analysis, financial modeling, or management reporting.
Proficiency in compensation software (WorkDay, SAP).
Strong ability to manage multiple projects while maintaining attention to detail.

Nice To Haves

Experience with web-based compensation tools (e.g., Pay Factors) or market analytics platforms.
A background in large, global corporate environments.

Responsibilities

Develop and maintain a comprehensive compensation philosophy and framework aligned with RBC’s business objectives.
Lead the design and administration of base pay, variable pay (bonuses, incentives), equity compensation, and benefits programs.
Ensure programs comply with regulatory requirements and current market trends.
Conduct regular market analysis and benchmarking to ensure compensation remains competitive.
Partner with external consultants and industry groups to gather data and insights.
Oversee pay equity audits and implement corrective actions to ensure fairness and regulatory compliance.
Collaborate with legal and HR teams to mitigate compensation-related risks.
Align compensation programs with performance management systems.
Design incentive plans that drive business results and employee engagement.
Develop and deliver clear communication strategies to educate employees and managers on compensation policies.
Train HR teams and leaders on compensation best practices.
Monitor compensation budgets and forecast costs to ensure fiscal responsibility.
Analyze ROI of compensation programs and recommend adjustments as needed.