Compensation Manager

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    "ExternalDescriptionStr": "<p><strong>Some of what you will do:</strong></p><p style=\"margin-left: 0in;\">As a member of the Total Rewards team, the Manager, Compensation leads a team of Analysts in the design and administration of compensation and recognition programs.&nbsp;Using a thorough knowledge of total rewards best practices and principles, the Manager works in collaboration with various functional groups (HR, Communications, Operations, Finance, etc.) to design and create competitive programs to drive employee performance, engagement, and business results. This position will be required to look for opportunities to create new programs/policies to support our total rewards strategy as well as recommend improvements or redesign for our current programs.</p><p><strong>Specifically, You Will:</strong></p><ul><li>Lead the annual merit administration and the calculation of bonuses in partnership with the Compensation Analysts.&nbsp;</li><li>Manages the variable and long-term incentive programs.&nbsp; Partners with HR Business Partners and business groups on variable plan design. Maintains annual bonus documents.&nbsp;Oversees the expense projections, final calculations, and personalized statements for the variable pay/bonus programs.&nbsp;</li><li>Ensure market competitiveness through salary survey participation, adhoc compensation surveys and compilation and analysis of survey data.&nbsp;Recommends adjustments to compensation structures to ensure external competitiveness.</li><li>Leads the job evaluation committee meetings and ensure the Master evaluation table, and PS Job table are maintained.</li><li>Manages Staples rewards and recognition programs.&nbsp; Provides creative input into program design and ensures that administratively the programs run smoothly</li><li>Leads the annual budgeting process for the assigned client groups, working closely with Finance team in the ongoing management of the budget.&nbsp; Responsible for salary, bonus, and benefit cost projections.</li><li>Consults with HR Business Partners to discuss compensation initiatives for their client groups and includes cost projection in annual budget.</li><li>Coaches and mentors team.&nbsp; Provides information and training to the team to ensure consistency in application of policy.&nbsp; Coaches to empower associates to provide excellence in customer service and partner with managers to support their business and ensures accountabilities are met.&nbsp;</li></ul><p>&nbsp;</p><p><strong>Some of what you need:</strong></p><ul><li>Experience leading the design and implementation of compensation structures and variable pay programs.</li><li>Ability to interpret and explain the application of Human Resources policy.&nbsp; Knowledge of employment legislation.</li><li>Ability to establish effective working relationships with HR colleagues and senior leaders.</li><li>Proactive mindset with ability to manage multiple priorities and time constraints, and achieve results in a complex, fast paced environment.</li><li>Demonstrates agility and ability to pivot to meet organizational needs.</li><li>Strong communication, influencing and presentation skills, with a strong customer focus.</li><li>Ability to think and act strategically and demonstrate a consultative approach to partner with business leaders to translate business needs and develop compensation programs to support the achievement of business goals and objectives.</li><li>Demonstrated project management skills.</li><li>Financial acumen and ability to synthesize data and present recommendations and financial impact to senior leadership.</li><li>Continuous improvement mindset.&nbsp; Ability to challenge status quo and provide insight and recommendations to improve existing programs.</li><li>Excellent systems knowledge, Peoplesoft experience would be an asset.</li><li>Advanced Excel and analytical skills. Experience using Access Databases.&nbsp;</li><li>7 - 10 years progressive experience in compensation and benefits, including previous experience managing a team.</li><li>Experience in a retail or multi-location operations focused environment an asset.</li><li>University Degree or equivalent, Completion of post graduate studies in Human Resources or Compensation.&nbsp;</li><li>Completion or near completion of World at Work Compensation Professional Accreditation (CCP).&nbsp; CHRP would be an asset.</li></ul><p>&nbsp;</p><p><strong>Some of what you will get:</strong></p><ul><li>Associate discount</li><li>Health and Dental benefits</li><li>RRSP/DPSP</li><li>Performance bonuses</li><li>Learning &amp; Development programs</li><li>And more…</li></ul><p>&nbsp;</p>",
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