Manager, Compensation

Green Infrastructure Partners•Markham, ON

1d•CA$100,000 - CA$125,000•Onsite

About The Position

Reporting into the Vice President, Human Resources, the Manager, Compensation is responsible for the design, implementation, and management of compensation programs that support the organization’s talent strategy. This role ensures competitive, equitable, and performance-driven pay practices aligned with business objectives and organizational values.

Requirements

Bachelor’s degree in Human Resources, Business, Economics, or related field.
7+ years of progressive compensation experience in a complex organization.
Strong analytical skills, including advanced Excel and data modeling capabilities.
Experience with job evaluation methodologies and market survey tools.
Advanced analytical and quantitative skills.
Strong business acumen and financial literacy.
Ability to influence and advise senior stakeholders.
High attention to detail and governance mindset.
Ability to translate data into clear, strategic recommendations.

Nice To Haves

CCP designation (or progress toward)

Responsibilities

Develop and maintain the organization’s compensation philosophy and guiding principles.
Design and manage job architecture, job evaluation frameworks, and salary structures.
Conduct market benchmarking to ensure competitive positioning across all employee groups.
Design and evolve base pay and incentive programs.
Lead the annual merit, bonus, and promotion processes.
Develop compensation planning tools, guidelines, and governance frameworks.
Partner with HRBPs and business leaders to ensure consistent and equitable application.
Ensure alignment with budget and financial planning cycles.
Conduct pay equity and internal equity analyses.
Support compliance with applicable legislation and transparency requirements.
Identify and mitigate compensation-related risks, ensuring fair and consistent practices.
Analyze compensation data, market trends, and workforce metrics.
Provide actionable insights to leadership on pay positioning, retention, and competitiveness.
Develop dashboards and reporting tools to support decision-making.
Design and manage incentive compensation programs (e.g., annual bonus, sales incentives, recognition plans).
Partner with business leaders on plan effectiveness and performance alignment.
Establish and maintain compensation policies, frameworks, and approval processes.
Partner with HRIS and Payroll teams to ensure data integrity and system alignment.
Support audits, compliance reviews, and compensation-related reporting requirements.
Lead and develop compensation team members (as applicable).
Act as a trusted advisor to HRBPs and business leaders on compensation matters.
Present insights and recommendations to senior leadership and, where appropriate, executive committees.