At Sienna , we empower our team members across Ontario, British Columbia, Saskatchewan and Alberta to help our residents live the life they desire and deserve. Our purpose is simple: to cultivate happiness in daily life! What Sienna Offers We aspire to cultivate an environment and culture where team members feel valued, heard and empowered to do meaningful work. We offer a number of programs and benefits that support team members’ financial, personal and professional needs: A competitive compensation and vacation package Employer Paid Health & Dental Benefits RRSP with Company Match Share Ownership and Reward Program (SOAR) Employee Share Purchase Plan with Company Match Continuous learning and growth so you have the skillset needed to succeed and take on new challenges A welcoming culture that values diversity and differing perspectives, experiences and beliefs Working Arrangement: 100% On-Site (Monday to Friday) at our Corporate Head office in Markham, ON Reporting to the Senior Director, Talent Management, the Senior Manager, Total Rewards provides enterprise‑level leadership and strategic direction for Sienna Senior Living’s total rewards portfolio, including compensation, benefits, retirement, and wellness programs. The role ensures Total Rewards strategies are competitive, equitable, compliant, and aligned with Sienna’s long‑term business and talent priorities. What You’ll Be Doing The Senior Manager, Total Rewards partners with key stakeholders in Human Resources, Finance, Shared Services, and Operations to influence organizational decision‑making and support attraction, engagement, and retention across Sienna’s communities and Support Services Office. Total Rewards Governance, Strategy & Integration Lead the development and evolution of Sienna’s Total Rewards strategy, ensuring alignment with organizational goals, workforce needs, and market trends. Establish governance frameworks, policies, and standards to ensure consistency, compliance, and operational excellence. Provide strategic leadership during acquisitions, including due diligence, risk assessment, harmonization planning, and integration of compensation and benefits programs. Develop enterprise‑wide evaluation mechanisms to assess program effectiveness, cost efficiency, and alignment with talent outcomes. Oversee communication and change‑management strategies for new or revised Total Rewards programs to ensure clarity, adoption, and stakeholder alignment. Define Total Rewards data and reporting requirements and collaborate with Shared Services to ensure HRIS configuration, reporting, and analytics capabilities meet organizational needs. Monitor legislative changes, industry trends, and emerging practices to proactively evolve Total Rewards offerings. Compensation Program Management Provide strategic oversight of compensation philosophy, pay structures, job evaluation frameworks, and job architecture. Lead the design and governance of pay‑for‑performance frameworks, incentive programs, and leadership compensation structures. Direct the annual compensation cycle, including merit, short‑term and long term incentives, and other enterprise‑wide programs, ensuring alignment with financial planning and talent strategies. Liaise with HR Business Partners to inform leaders on compensation strategy, pay equity, job evaluation, and reward program design. Oversee market benchmarking, survey participation, and competitive analysis to ensure internal equity and external competitiveness. Lead complex costing, modeling, and scenario analysis to inform executive‑level decision‑making. Define Total Rewards system requirements and collaborate with Shared Services to ensure HRIS configuration and optimization support compensation strategy and program delivery. Evaluate and enhance performance management and incentive practices to maximize organizational alignment and program effectiveness. Oversee development of communication materials and leader‑facing tools that support understanding and adoption of compensation programs. Benefits, Retirement & Wellness Program Management Provide strategic leadership for the design, governance, and continuous improvement of benefits, retirement, and wellness programs. Oversee vendor strategy, including selection, contract negotiation, renewals, and performance management, ensuring value, service quality, and cost effectiveness. Lead benefits cost modeling, utilization analysis, and long‑term planning to support financial sustainability and workforce needs. Oversee administration and strategic evolution of the Sienna Share program, perks programs, and the Employee & Family Assistance Program (EFAP). Develop enterprise‑wide wellness and well‑being strategies that enhance team member experience and support organizational culture. Ensure compliance with legislative and regulatory requirements across all benefits and retirement programs. Provide guidance to HR stakeholders on benefits, retirement, and wellness matters. Establish and monitor key benefits metrics, trends, and reporting frameworks to support strategic decision‑making. Leadership & Team Management Coach and develop the Total Rewards team to build capability, deepen engagement, and reinforce a culture of high performance. Set strategic priorities, allocate resources, and oversee execution of major Total Rewards initiatives. Influence senior leaders and cross‑functional partners to drive alignment and adoption of Total Rewards strategies. Who you are Bachelor’s degree in Human Resources, Business Administration or a related field is required. CHRP/CHRL designation considered an asset. Minimum 7–10 years of progressive experience in Total Rewards or Compensation, including leadership responsibility in a large, complex organization. Demonstrated expertise in compensation strategy, pay structures, incentive design, and performance management frameworks. Proven experience leading benefits and wellness program governance, including vendor management, plan design, renewals, and compliance. Experience influencing senior leaders and driving enterprise‑level change. Experience in healthcare, long‑term care, or unionized environments considered an asset. Strong analytical and financial modeling capabilities. Ability to translate complex concepts into clear, actionable guidance for senior leaders. Exceptional communication, stakeholder partnership, and influencing skills. Strong leadership capabilities with the ability to manage competing priorities in a complex environment. Ability to work independently, prioritize tasks and respond effectively to changing demands. Experience working with Microsoft Suite (Word, Outlook, Excel, PowerPoint, etc.) What you need to know Any offer of employment will be conditional upon a criminal background and references check. We will review applications as they are received. Only those candidates selected for an interview will be contacted. Sienna Senior Living may utilize artificial Intelligence to screen or assess applicants for this position. Salary Range: $96,655 to $120,818. Please note that individual salary is determined by factors such as job-related knowledge, skills and experience, as well as internal equity. This posting is for an existing vacancy Sienna Senior Living is committed to employment equity, diversity, and inclusion in the workplace. In accordance with provincial regulations, upon request, support will be provided for accommodations throughout the recruitment, selection, and assessment process . #J-18808-Ljbffr