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Specialist, Compensation, Human Resources, Client & People Services (Hybrid, Toronto)

July 22 2022
Categories Actuarial, Statistics, Economy, Administrative, Clerical, Compensation -Benefits, Generalist, HR, Training, IP, Patents, Trademarks, Legal, Paralegal, Marketing, Communications, Public Relations
Toronto, ON

JOB PURPOSE:

The Specialist, Compensation, Human Resources (“the Specialist”) is responsible for planning, developing, implementing, and operating all aspects of the Law Society’s compensation, salary administration, job evaluation and departure programs, policies, and related materials. The Specialist provides subject matter expertise, guidance and recommendations on best practices related to the design and operation of job definitions, compensation market analysis, salary management and departure management and has hands-on responsibility for the day-to-day operation and compliance of the programs. Working closely with HR Business Partners, Rewards, HR Systems, and Payroll, the Specialist will help redesign job definition, compensation and departure processes and work allocation to leverage the HRIS and simplify administration. The Specialist monitors and evaluates vendor services, manages vendor relationships, and provides recommendations to determine programs and policies that best meet the needs of the Law Society.

QUALIFICATIONS REQUIRED:

  • A university degree in Human Resources, Business, or related field, coupled with a CCP or CHRP designation. Equivalent knowledge and capability from suitable combination of other formal education and practical work experience may be considered.
  • A minimum 7 years’ progressive experience in compensation and job definition related roles.
  • Expert understanding of job definition and compensation, including best practices.
  • Good general business acumen and understanding of HR Management and HR Services.

  • Solid understanding of employment legislation and effective human resources services delivery.

  • Knowledge of current trends and developments in Human Resource Management fields from a specialist perspective.

  • Demonstrated ability to research complex questions, conduct complex analysis of information, and develop solutions.
  • Strong ability to build relationships with internal and external stakeholders including employees, managers, executives, vendors, client services representatives and consultants.
  • Strong analytical and critical thinking skills to drive insight through accurate data and meaningful analytics.

  • Ability to work independently on confidential information with a high attention to detail.

  • Excellent communication skills with the ability to speak, write and present in a clear, articulate manner for individual and/or group situations.

  • Ability to manage conflict in a constructive, calm, and professional manner.

  • Superior time management and organizational skills with demonstrated ability to monitor and manage competing demands and shifting priorities.

  • Demonstrated ability to behave in a manner which is discreet, confidential, and sensitive to the personal and professional needs of others.
  • Expert skills in Excel spreadsheets, reporting, data manipulation and analysis.

  • Advanced skills in other MS Office applications including 365, Word, Outlook, PowerPoint, Teams, SharePoint, and various internet browsers.

  • Proficient with time and attendance systems.

  • In depth knowledge of Human Resources Information Systems, preferably Ceridian Dayforce.

  • Knowledge of provider interface systems.

Client Customer Service Planning:

  • Acts as an internal consultant and business partner with the Human Resources team, Payroll, client departments, and other stakeholders, actively participating in key discussions in support of the organization’s mandate to attract, retain, and motivate top talent in the legal, regulatory, and corporate services sectors.
  • Identifies strategic and operational needs for the programs and develops processes and approaches to address these needs, translating goals and policies into effective business strategies.
  • Through a wide range of assigned projects and activities develops, monitors, guides and supports the implementation of compensation, job definition (job evaluation and description) and departure management (resignation, retirement, termination) programs.
  • Through disciplined and hands-on project management, spreadsheets and accurate data management and analysis provides comprehensive analysis, research, process design, enhancement/improvement, employee education, reporting, and administration.
  • The Specialist manages and analyses job descriptions to assist HR Business Partners and Client People Leaders in the strategic planning of the workforce and to ensure accuracy in the evaluation of the work.
  • Participates in, and analyses the results of, salary market surveys to enable understanding of market position and market pricing.
  • Uses data to monitor trends and recommend initiatives, program design, plan/policy changes, and vendor changes.
  • Working collaboratively with all stakeholders including Payroll and HR Systems will help streamline the administration of the Law Society’s job definition, compensation, and departure programs.

Client Customer Service Delivery:

  • Responsible for the operation and administration of assigned programs for the Law Society.
  • Provides ongoing advice to internal clients at all levels (senior management, managers, and employees), regarding related Law Society policies, practices, ‘culture’, and human resources programs to achieve employee engagement and understanding of the requirements and value of these programs.
  • Maintains the integrity of assigned programs including oversight of related policies, programs and systems and produces regular, custom and ad-hoc operational reports and statistics for use by organizational stakeholders.
  • Operates the compensation program including the coordination and completion of salary surveys, analysis, and recommendations with respect to salary ranges, job pricing, compensation planning, and program implementation costing.
  • Conducts job evaluations utilizing the Law Society’s Role Profile structure and assists People Leaders in creating comprehensive job descriptions.
  • Maintains the Law Society’s Job Description and Position libraries.
  • Calculates Termination packages and prepares/implements Minutes of Settlement.
  • Consults with vendors and service providers on program initiatives and improvements.
  • As needed, investigates and resolves problems involving delivery of and payment for services by contacting service providers and employees.
  • Maintains job documentation, statistical analysis, and monitoring related to job levelling, with linkage to salary range structure and position bands.
  • Serves as the Law Society primary contact with third party vendors providing compensation information to employees.
  • Prepares all termination related payroll memos and retirement paperwork to ensure employees receive accurate pay and benefits.
  • Collaborates with Payroll and HR Systems teams on the structure and maintenance of employee compensation, job and departure data in human resources information systems.

Special Projects and Initiatives

  • Working with the Manager, researches and benchmarks best practices for assigned programs.
  • Recommends plan, program, policy, and process changes to enhance effectiveness and simplicity.
  • Maintains working knowledge of, and advises on, changes in government regulations, compensation trends and best practices among similar organizations.
  • Brings a professional, accurate and analytical perspective to program planning and operations.
  • Contributes to the development of policies and practices through analysis, needs identification, review of existing documentation, and benchmarking best Human Resources practices.
  • Provides specific recommendations and options to ensure compliance with relevant employment legislation.
  • Develops and implements materials and processes for the efficient monitoring, operation, and maintenance of the programs.
  • Ensures the timely and accurate processing of payroll related information and liaising with other Law Society departments to ensure that information is accurate, providing for corrective measures when needed.
  • Participates and provides administrative support in the negotiation of contracts with plan providers, vendors, auditors, and consultants for services and plan administration.
  • Oversees the development of employee information and guidance materials.

Financial Responsibility

  • Assists in monitoring specific project budgets, and contributes to organizational budget analysis, planning, and forecasting.
  • Provides key liaison with the Law Society service providers, actively participating and providing administrative support in contract changes, negotiation, and monitoring.
  • Ensures the timely and accurate processing of payroll information, liaising with other Law Society departments to ensure that payroll, job, and other related information is up‑to‑date.
  • Administers the compensation programs including coordination and distribution of forms and related information, analysis, and recommendations with respect to planning, and program implementation costing.
  • Programs represent material financial costs and investments.

Team Membership

  • Works closely with and assists the Human Resources team, in the administration of on‑going and new initiatives, including external consultants and service providers through projects, as well as the planning, scheduling, and development of effective work processes.
  • Delivers expert strategic advice and collaboration on a variety of initiatives to facilitate and support Human Resources plans, which are aligned with departmental initiatives and the strategic plan of the organization.
  • Provides back-up to the other Specialists and demonstrates flexibility and commitment to the team in order to maximize resources and support the team during peak periods.

The Law Society has introduced a Distributed Workforce Model to leverage flexibility and agility, and to maximize employee productivity and engagement. Work arrangements will be determined by role and departmental requirements. The working arrangement for this position has been classified as hybrid, where the employee will regularly flex their work location between home and office. The specific application of this will be communicated to applicants contacted during the recruitment process.

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