Lead, Total Rewards

Ontario Energy Board • Toronto, ON

4d • CA$109,267 - CA$141,423

About The Position

The People & Culture department is responsible for all aspects of people management and other organizational service functions including employee/labor relations, compensation, benefits, pension, talent management, succession planning, workforce planning, as well as employee well-being, engagement, and communications. The Lead, Total Rewards is responsible for the Total Reward Centre of Expertise and developing, implementing, and managing compensation and total rewards programs that attract, retain, and motivate top talent while ensuring internal equity and compliance with applicable laws. The role involves analyzing salary data, conducting job evaluations, creating salary structures, and providing guidance to managers and employees regarding total rewards related matters including compensation, benefits, pension, and employee programs.

Requirements

• Bachelor’s degree in business administration, Human Resources, Finance, or related field.
• Minimum of 7 years of experience in human resources, compensation, pay equity and total rewards.
• Experience in a regulated industry, utility, or public sector.
• Solid experience conducting job evaluation, job reclassifications, preferably in a unionized environment.
• Strong analytical and problem-solving skills.
• Advanced proficiency in Microsoft Excel and other data analysis tools.
• Excellent written and verbal communication skills.
• High level of attention to detail and accuracy.
• Ability to work independently and manage multiple projects simultaneously.
• Must have a sound knowledge of the Pay Equity Act, Employment Standards Act, Ontario Human Rights Code, and the Canadian Human Rights Code.
• Superior verbal and written communication skills
• Ability to translate technical concepts into a business-friendly language.
• Ability to maintain confidentiality and handle sensitive HR information with integrity.

Nice To Haves

• A CEBS or Compensation-related designation would be considered an asset.
• A CHRP or CHRL designation would be considered an asset.

Responsibilities

• Develop, maintain, and continuously refine the organization’s compensation philosophy and frameworks.
• Conduct competitive market analyses using reputable compensation surveys and benchmarking tools.
• Oversee annual compensation cycle processes: merit increases, market adjustments, promotions, and bonus calculations.
• Provide guidance to HR Business Partners and leaders on pay decisions, job offers, and compensation negotiations.
• Partners with HR stakeholders on collective bargaining, including managing costings with respect to compensation and benefit and the implementation of the finalized collective agreement in the areas of compensation and benefits.
• Lead the job evaluation processes for both union and non-union roles using the organization’s approved methodology (e.g., point-factor, market pricing, leveling structures) with a strong emphasis on fairness, consistency, and defensibility Maintain and evolve job families, and job architecture.
• Drive the design, administration, and communication of employee benefit programs, including health, dental, disability, and leave programs in partnership with Sr Payroll & HR Analyst
• Collaborate with benefit brokers/consultants on annual renewals and make recommendations on new and existing benefit and wellness plans.
• Partner with finance for any forecast and projections related to compensation costs (merit, incentive, benefit, and total rewards program changes)

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level