Offer summary

Qualifications:

Minimum of a post-secondary certificate/diploma and 4-6 years of related experience., Honour's Bachelor's degree in a related field is preferred, along with 7-9 years of experience., Advanced analytical and Excel skills are essential., Strong knowledge of compensation principles, job evaluation, and incentive design is required..

Key responsibilities:

Design, implement, and evaluate global total rewards programs including compensation structures and incentive plans.

Provide oversight on payroll practices and collaborate with the People Operations team to resolve escalated payroll issues.

Lead the annual compensation and bonus cycle planning, ensuring effective communication and process execution.

Partner with Finance on budgeting and forecasting for compensation and benefits programs.

Job description

The Total Rewards Manager is responsible for the strategic design, implementation, and evaluation of total rewards programs across the organization, including compensation, benefits, incentive programs, and pay structures. This role ensures alignment with business objectives, market competitiveness, legal compliance, and internal equity. The Manager provides expert guidance to internal stakeholders and partners closely with the People Operations team on escalated employee inquiries, benefit-related processes, payroll alignment, and HR systems support for compensation processes.

Total Rewards Operations and Strategy (70-80%)

Own the design, implementation, and evaluation of global total rewards programs, including compensation structures, incentive plans, and total rewards policies.

Strategic oversight of benefits programs, including plan design recommendations, vendor relationships, and benchmarking; support the People Operations team with escalated issues and renewal planning.

Provide oversight and guidance on payroll practices to ensure alignment with compensation structures, incentive plans, and compliance requirements; collaborate with the People Operations team to resolve payroll-related escalations.

Lead the annual compensation and bonus cycle planning, ensuring clear communication, governance, and process execution.

Maintain job evaluation methodology and documentation; ensure consistent application of internal leveling across roles and functions.

Monitor internal equity and external competitiveness using market surveys and compensation data.

Maintain and update tools, policies, and communications that support leaders in applying rewards practices.

Ensure the organization has the right systems and tools in place to support effective compensation planning, administration, and reporting; act as the business lead for compensation-related system enhancements and implementation projects as needed.

Partner with Finance on budgeting and forecasting for compensation and benefits programs.

Support the VP, People & Culture with executive compensation benchmarking and administration as needed.

People Leadership & Team Development (10–15%)

Provide functional oversight and guidance to the Total Rewards & Data Analyst (matrixed through the People Operations team) on compensation, payroll, and rewards-related deliverables.

Set priorities and oversee deliverables within the Total Rewards function.

Support performance feedback and development planning in collaboration with the People Operations lead.

Strategic Projects & Professional Practice (10–15%)

Contribute to cross-functional projects requiring compensation, benefits, or payroll expertise.

Maintain up-to-date knowledge of compensation trends, pay equity requirements, and legal compliance.

Model professionalism, integrity, and discretion in all work and interactions.

Qualifications

Required: Minimum of a post-secondary certificate/diploma and 4-6 years of related experience

Preferred: Honour's Bachelor's degree in related field (Human Resources, Finance, etc.), and 7-9 years' related experience

Additional:

Advanced analytical and Excel skills.

Strong knowledge of compensation principles, job evaluation, and incentive design.

Familiarity with benefit plan design, payroll processes, and HRIS support for compensation cycles.

Payroll experience is a strong asset.

Knowledge of employment standards and pay equity requirements.

Collaborative, detail-oriented, and able to operate with a high level of discretion.

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