Director, Total Compensation

Canada Post - Postes Canada•Ottawa, ON

1d•Remote

About The Position

The Director, Total Compensation is accountable for the long-term direction, development and implementation of the Corporation’s total compensation philosophy, strategies, framework, policies and processes. This position leads a team responsible for the delivery of Employee and Executive total compensation, including salary programs, short-term and long-term incentives as well as allowances to ensure market competitiveness and alignment with HR strategy to attract, motivate, engage and retain talent. The role oversees and manages reorganization, job classification, job evaluation throughout the Corporation.

Requirements

Completed post-secondary, preferably in a related field OR a combination of equivalent professional experience and training
10 years of relevant experience in a fast-paced, multi-faceted environment
3 or more years’ experience managing people
Proficient computer skills and competent with Microsoft Office programs
Excellent team building and leadership skills and experience
Budget and planning experience
Sound organizational, analytical, judgement and decision-making skills with proven abilities in problem solving
Strong interpersonal skills with an ability to build and maintain relationships at all levels of management to achieve mutually beneficial outcomes
Strong oral and written communication skills

Nice To Haves

One or more years of experience in a unionized environment an asset
A professional designation in a relevant field such as Certified Compensation Professional (CCP) or Global Remuneration Professional (GRP) is considered an asset
Chartered Professional Accountant (CPA) or Chartered Financial Analyst (CFA) designation is considered an asset

Responsibilities

Directs the development of appropriate compensation policies, programs and procedures, systems and standards within the long-term direction and policy framework for Human Resources to meet the evolving business needs of the Corporation.
Researches best practices and analyzes the competitiveness of current policies, processes and programs as it relates to employee and executive compensation. Reviews and make recommendations to enhance the compensation framework. Develops competitive wage and salary programs which assist in the acquisition, motivation and retention of skilled employees.
Provides line and staff management with advice to plan and develop organization structures which will resolve issues and meet identified requirements while ensuring that changes are in line with generally accepted best practices and established corporate direction.
Provides Senior Management with regular reviews of corporate organization indicating issues such as areas of duplication, overlap and inefficiency, opportunities for improvement and recommendations for dealing with ineffective structures.
Ensure the fair and equitable evaluation of all positions in the Corporation through the application of selected job evaluation programs. Oversees job evaluation committees, resolves all job rating issues and ensures the internal relativity is maintained.
Collaborate with internal partners and stakeholders (e.g., Finance, Labour Relations, HRBPs) on Total Compensation planning to ensure adequate budgeting and forecasts of expenditures, as well as ensuring that equitable pay practices and principles are applied throughout the Corporation.
Maintain an effective working relationship with all levels of management and establish credibility as a trusted advisor to secure support for the Total Compensation programs and initiatives.
Develops communications plans and strategies that promote general understanding by employees of compensation policies, programs and individual entitlements.
Provides clear functional direction and advice to divisional Employee Relations staff and monitors application of compensation programs for consistency and cost-effectiveness.
Keeps abreast of compensation developments by establishing professional relationships with representatives of other organizations, associations, governmental agencies and Crown Corporations.
Directs compensation information system requirements as they pertain to HRIS development plan and identifies alternative solutions where required.
Ensures, through succession planning and training, continuing development of competent management staff with potential for other assignments.