Compensation Partner

Air Canada•Dorval, QC

About The Position

The Compensation Partner serves as a trusted advisor to HR and business leaders, providing compensation expertise, market insights and practical recommendations that support Air Canada’s talent and business objectives. In partnership with the Director, Compensation & Executive Services and key stakeholders, the role contributes to the design, implementation and ongoing enhancement of compensation policies, programs and processes. Key areas of responsibility include the Annual Salary Program, market analysis, job evaluation and salary guidelines. The role, also promotes the consistent, equitable and compliant administration of programs, in accordance with the Company’s compensation philosophy, policies and applicable legislation.

Requirements

Minimum of five years of progressive experience in compensation, including compensation program administration, market analysis and job evaluation
Demonstrated ability to influence and collaborate with stakeholders at all levels, using sound judgment, tact and discretion
Strong written, verbal and presentation skills, with the ability to explain complex analyses and provide clear, evidence-based recommendations
High level of integrity and discretion in handling confidential and sensitive employee information
Strong analytical and problem-solving skills, with advanced proficiency in spreadsheets and experience working with HR information systems, databases and large data sets
Ability to work independently, manage multiple priorities and deliver accurate work within established timelines in a changing environment
Bachelor’s degree in human resources, business administration, finance, mathematics or a related field
Knowledge of compensation principles and relevant employment legislation.
Bilingual (English and French).

Nice To Haves

Certified Compensation Professional (CCP) is an asset

Responsibilities

Collaborate with the Director, Compensation & Executive Services to design and implement compensation policies, programs and processes that are competitive, aligned with Company objectives and supportive of the organization’s talent strategy.
Implement and administer compensation programs and guidelines in accordance with the Company’s compensation philosophy, business objectives and market practices.
Proactively enhance compensation programs to help Branches recognize and motivate employees and drive performance.
Advise senior HR leaders, HR managers and Talent Acquisition teams on pay decisions that support the attraction, motivation and retention of talent.
Provide compensation consulting and service delivery to internal clients.
Lead compensation reviews and projects to address business needs and support organizational strategies.
Administer involuntary separation programs and retention, signing awards, ensuring that appropriate guidelines are established and followed.
Conduct job evaluations, communicate outcomes and maintain supporting documentation.
Collaborate with Payroll, the HR Centre of Excellence and other internal stakeholders to support effective program administration.
Participate in salary surveys, analyze market data and interpret results to support salary recommendations and identify best or emerging compensation practices.
Monitor industry trends, legislative updates and assess their implications for compensation programs and practices.