JOB TITLE: Compensation Advisor

DEPARTMENT: Corporate Support Services

POSTING NUMBER:106774

NUMBER OF POSITIONS:1

JOB STATUS & DURATION: Full Time Permanent

HOURS OF WORK:  35 hour workweek

LOCATION:  Hybrid Model*– when working onsite, you will report to the location of City Hall

SALARY GRADE:  6

HIRING SALARY RANGE: $100,277.00 - $112,812.00 per annum

MAXIMUM OF SALARY RANGE: $125,346.00 per annum

JOB TYPE:  Management and Administration

POSTING DATE: May 15, 2025

CLOSING DATE:  May 28, 2025

AREA OF RESPONSIBILITY:

Reporting to the Manager, Compensation and Benefits this position provides consultation, advice and technical guidance and expertise on compensation related matters with a focus on enhancement to policies, practices, service delivery, streamlining, improving technology and documentation record management.   Support and lead modernization projects and process improvement initiatives in the strategic areas of program development, assessment, needs analysis, redesign and overall employee engagement

1. Program Consultation – Provide consultation services to internal staff. Ensures corporate compensation standards are achieved through adherence to Policy, legislative requirements and operating guidelines.  Supports the compensation team in meeting urgent and priority needs as well as maintaining a high standard and delivery of work activities. Represents the section by sitting on various committees and provide subject matter expertise to assist with business solutions and delivery.  Develops and recommends best practice modifications to existing programs and policies in line with business needs and balancing internal cost considerations with market competitiveness.
2. Maintains strong relationships – Works with internal staff and external vendors and manages these relationships through the development of standards such as customer service and delivery of statistical information for internal analysis. Manages these relationships and negotiates with vendors and consultants, as required.  Promotes positive divisional relationships by adopting creative and collaborative communication techniques. Collaborates with the  team and provides consultative support for projects, implementation, business solutions, business efficiencies and process improvements
3. Project management. Leads and participates in sectional strategic projects. Develops, recommends and implements policies and programs related to salary administration, job evaluation, and other strategic corporate initiatives. Conducts regular reviews and assesses practice and policy to ensure consistency in practice and understanding of it’s’ application.  Provides regular reporting based on review findings. Makes recommendations for policy and practice improvements in keeping with best practice initiatives to section leadership.
4. Business Partner. Working as a consultative partner, establish HR working groups with a focus on leading initiatives using a shared partner and cross-sectional approach including engagement with key stakeholders and mindful intent to communicate in a transparent and regular manner.  Offers proactive analysis of issues in consultation with operating departments, staff and teams while identifying and recommending appropriate solutions.  Provides advice and guidance for business solutions.  Consults and collaborates with HR partners and provides expertise and strategic advice to enable innovative business solutions.
5. Needs analysis and continuous improvement. Responsible for on-going review of Compensation programs and policies. Ensures that these are improved as required, including the implementation of technology/automation integration. Continuously reviews internal practice, policy and external market indicators to ensure corporate compensation initiatives are competitive and leading edge changes are communicated for senior management consideration.  Maintains awareness of new, legislative and emerging trends and recommends best practices utilizing current market trends.
6. Prepares briefings, updates and recommendations regarding strategic change, new processes and practices and continually strives to enhance reporting for transparency and awareness of programs and services.  Provides updates and business case recommendations to support and enable decision making.

SELECTION CRITERIA:

EDUCATION:

• Post-secondary degree in Business Administration/Human Resources or a related discipline, with courses in compensation and benefits.
• Certified HR Professional (CHRP) designation an asset

EXPERIENCE:

• 3-5 years demonstrated experience in a consultative compensation setting
• 2-3 years supervisory experience an asset

OTHER SKILLS AND ASSETS:

• Financial acumen and ability to conduct cost benefit analysis of compensation/rewards programs
• Demonstrated experience leading projects
• Demonstrated experience consulting with ability to promote new concepts
• Computer proficiency, particularly in MS Office (Word, Excel) and HRMS (Peoplesoft) or similar system
• Knowledge of applicable legislation
• Excellent communication skills (written and verbal) in English language

**Various tests and/or exams may be administered as part of the selection criteria.

#LI-Hybrid

Interview: Our recruitment process may be completed with video conference technology.

As part of the corporation’s Modernizing Job Evaluation project, this position will undergo an evaluation which may result in a change to the rate of compensation.  Any changes affecting this position will be communicated as information becomes available. *Our Hybrid Model is subject to change.  

If this opportunity matches your interest and experience, please apply online by clicking the button above quoting reference #106774 by May 28, 2025 and complete the attached questionnaire. We thank all applicants; however, only those selected for an interview will be contacted. The successful candidate(s) will be required, as a condition of employment, to execute a written employment agreement. A criminal record search will be required of the successful candidate to verify the absence of a criminal record for which a pardon has not been granted.

As part of the application process, applicants will be invited to complete a self-identification survey. The survey is voluntary. Participation in the survey will have no impact on hiring decisions.  Should you wish to opt out of completing the survey, please select “prefer not to answer” as a response to each question.  All information collected is confidential and will not be shared with the hiring manager. The surveys will be anonymized and will be kept separate from applicant or employee files, such that the individuals who completed the surveys will not be identifiable.  The results of the survey will assist in the analysis of disaggregated metrics for organizational planning purposes and our commitment to advance and foster diversity, equity, and inclusion. The City may use anonymized data to produce aggregate reports for internal or external use.

Please be advised, the City of Brampton uses email to communicate with their applicants for open job competitions. It is the applicant’s responsibility to include an updated email address that is checked daily and accepts emails from unknown users. As we send time sensitive correspondence via email (i.e. testing bookings, interview dates), it is imperative that applicants check their email regularly. If we do not hear back from applicants, we will assume that you are no longer interested in the Job Competition and your application will be removed from the Competition.

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