Compensation and Benefits Specialist

CONTRIBUTING TO THE CMPA

The People & Culture group is responsible for developing and implementing the People Strategy, which sets the foundational building blocks for modernizing the employee experience, cultivating the CMPA’s organizational culture, and transforming our approach to talent management. The group has accountability for creating an employee experience in which the CMPA’s people are inspired, connected and empowered to bring the Association’s vision, mission and strategic plan to life in service of our members and the Canadian healthcare system.

The People & Culture group partners with the business to deliver plans, services and programs to attract, recruit, develop and retain an engaged workforce that is fully capable of responding to evolving organizational needs. The group’s core activities include people strategy and planning, organizational culture, equity, diversity and inclusion, talent management and acquisition, employee relations, disability and leave management, employee well-being, total rewards management, and HR data and analytics. The group also collaborates with other business areas on organizational change enablement and organizational learning programs and initiatives.

POSITION OVERVIEW

The Compensation and Benefits (Analyst/Specialist/Advisor) provides subject matter expertise for the design, delivery and maintenance of policies, programs and plans related to job evaluation, base pay, variable pay, pay premiums, employee recognition and employee group benefits.

POSITION ACTIVITIES

• Provide advice and consultation to HR Advisors and people leaders as subject-matter expert on compensation, benefits and recognition programs, policies, and procedures.
• Analyze key stakeholder feedback, talent trends, internal and external data, and cost implications, to develop recommendations that enhance the CMPA’s compensation, benefits and employee recognition practices to support the Association’s ability to attract, recruit, retain, and engage talent.
• Oversee the Association’s job evaluation process and framework, including responsibility for maintaining and evolving the job evaluation system (e.g., maintenance of levels and definitions within job families and the creation and evaluation of new generic jobs within the Association’s job evaluation system). Provides subject matter expertise and advice to HR Advisors on escalated position slotting decisions.
• Assess the market competitiveness, equity and overall effectiveness of cash compensation programs. Analyze market data and industry best practices to make recommendations for the evolution of foundational compensation elements such as pay structures, salary increase guidelines, and pay progression guidelines. Develop or update policy documents, People & Culture team practice/process guidelines and tools, and related communication material as needed.
• Plan, coordinate and execute the annual compensation cycle (base and variable pay), internal equity and pay equity reviews, including technology and communications requirements. Guides HR Advisors and people leaders through the process.
• Assess the market competitiveness, equity and overall effectiveness of the employee group benefits plan. Research, analyze and recommend enhancements to the group benefits plan to ensure competitiveness and cost effectiveness, balancing the need to support the well-being of a diverse workforce with long-term sustainability. Develop or update policy documents and related communication material as needed.
• Lead the annual renewal of contracts with group benefits and insurance carriers, in collaboration with the Manager and benefits consultants. Provide subject matter expertise to assess the impact of renewal proposals to ensure alignment with plan philosophy, ensuring the competiveness of premium rates with an eye to sustainability for the future coupled with employee experience.
• Plan and execute the biennial open enrolment process for employee group benefits plans, in partnership with the Pension, Benefits and Governance Administrator. Oversight includes design and development of technology and communications requirements.
• Manage ongoing relationships with benefits carriers, including monitoring services levels and resolving escalated issues, in partnership with the Pension, Benefits and HR Governance Administrator and the Payroll team.
• Lead compensation and benefits related projects and liaise with external consultants as required..
• Research and recommend updates to the design and delivery of company-wide recognition programs, in collaboration with Manager and colleagues within People & Culture.
• Participate in total rewards surveys on behalf of the CMPA, tracking and monitoring survey participation costs and interpreting results. Recommend survey process improvements and continually look for new sources of relevant and reliable market data.
• In collaboration with Manager and colleagues in People & Culture and HRIS, design and build metrics, reports, and tools to inform program decisions and forecast, report, and/or analyze business outcomes relative to compensation, benefits and recognition programs.
• Work closely with HRIS to leverage compensation and benefits planning tools and systems. Represent the Total Rewards team for the implementation of compensation and benefits management functionality within the Association’s HRMS, Workday, to introduce operational efficiencies, improved data accessibility, and self-service functionality.
• Audit programs and policies to ensure they meet the needs of organization, maintain the Association’s desired market competitive position, are communicated effectively and comply with legislative requirements and the CMPA’s overall governance policies and procedures.
• Design, develop and deliver compensation and benefits training for People & Culture, people leaders and/or employees as required.
• Act as a key contributor to the overall Total Rewards strategy and the annual total rewards proposal, in collaboration with colleagues on the Total Rewards team.

EDUCATION AND EXPERIENCE

• University Degree in Business, Human Resources Management, or related field.
• 7 years of experience in the design, development and delivery of compensation and benefits programs.
• Certified Human Resources Professional/Leader (CHRP/L), Certified Compensation Professional (CCP), Certified Employee Benefits (CEBS) or Certified Benefits Professional (CBP) designation preferred.
• Demonstrated experience in job evaluation, compensation benchmarking, market pricing, and managing cyclical compensation and benefits programs in a professional, non-unionized environment.
• Demonstrated knowledge of best practices in total rewards management, with an emphasis on cash compensation and employee group benefits.
• Knowledge of current employment legislation (e.g. Employment Standards Act, Human Rights Code).
• Experience working with an HRIS, preferably Workday.
• Experience analysing compensation data and making recommendations to varying levels of leadership.

SKILLS AND ABILITIES

• Possesses strong interpersonal skills with the ability to collaborate and work effectively at all levels in the organization.
• Ability to work both independently and in collaboration with teams.
• Strong problem solving and analytical skills.
• Strong numeracy and advanced Excel skills are a must.
• Strong communication skills (both verbal and written); ability to communicate information clearly and at a level appropriate for the audience.
• Demonstrated planning and organizational skills, with the ability to multitask, and juggle conflicting priorities and competing demands in a fast past environment.
• Action oriented with a high degree of business acumen and the ability to influence decisions and outcomes.
• Demonstrated discretion, confidentiality, and sound judgment.
• Professionally networked within the total rewards community to keep abreast of current developments in total rewards management.
• Bilingualism (English/French) is an asset.

POSTING DETAILS

• Job Type: Regular Full-time Opportunity
• Salary Range: $70,305 to $98,427 annually - classified as level 8
• Location: Fully Remote Job, working from a home-based office anywhere in the provinces of Ontario and Québec
• Skills Assessment: Selected candidates may be required to complete a skills assessment
• The CMPA has recently implemented a COVID-19 Vaccination Policy; please refer to the CMPA careers page for more details
• Application Deadline: February 7, 2022 by 4:00PM EST