Director, Total Compensation Location: Ottawa, ON, CA Job Requisition Id: Business Function: Human ResourcesEmployment Type: Full-TimeEmployment Status: PermanentLanguage Requirement: Bilingual Imperative (CBCC)Employee Class and Level: CPMGB03Number of Vacancies: 1Job Closing Date (YYYY-MM-DD): Job Description The Director, Total Compensation is accountable for the long‑term direction, development and implementation of the Corporation’s total compensation philosophy, strategies, framework, policies and processes. This position leads a team responsible for the delivery of Employee and Executive total compensation, including salary programs, short‑term and long‑term incentives as well as allowances to ensure market competitiveness and alignment with HR strategy to attract, motivate, engage and retain talent. The role oversees and manages reorganization, job classification, and job evaluation throughout the Corporation. Job Responsibilities Directs the development of appropriate compensation policies, programs and procedures, systems and standards within the long‑term direction and policy framework for Human Resources to meet the evolving business needs of the Corporation. Researches best practices and analyzes the competitiveness of current policies, processes and programs as it relates to employee and executive compensation. Reviews and makes recommendations to enhance the compensation framework. Develops competitive wage and salary programs which assist in the acquisition, motivation and retention of skilled employees. Provides line and staff management with advice to plan and develop organization structures which will resolve issues and meet identified requirements while ensuring that changes are in line with generally accepted best practices and established corporate direction. Provides Senior Management with regular reviews of corporate organization indicating issues such as areas of duplication, overlap and inefficiency, opportunities for improvement and recommendations for dealing with ineffective structures. Ensures the fair and equitable evaluation of all positions in the Corporation through the application of selected job evaluation programs. Oversees job evaluation committees, resolves all job rating issues and ensures the internal relativity is maintained. Collaborates with internal partners and stakeholders (e.g., Finance, Labour Relations, HRBPs) on Total Compensation planning to ensure adequate budgeting and forecasts of expenditures, as well as ensuring that equitable pay practices and principles are applied throughout the Corporation. Maintains an effective working relationship with all levels of management and establishes credibility as a trusted advisor to secure support for the Total Compensation programs and initiatives. Develops communications plans and strategies that promote general understanding by employees of compensation policies, programs and individual entitlements. Provides clear functional direction and advice to divisional Employee Relations staff and monitors application of compensation programs for consistency and cost‑effectiveness. Keeps abreast of compensation developments by establishing professional relationships with representatives of other organizations, associations, governmental agencies and Crown Corporations. Directs compensation information system requirements as they pertain to HRIS development plan and identifies alternative solutions where required. Ensures, through succession planning and training, continuing development of competent management staff with potential for other assignments. Qualifications Education Completed post‑secondary, preferably in a related field OR a combination of equivalent professional experience and training. Experience 10 years of relevant experience in a fast‑paced, multi‑faced environment. 3 or more years’ experience managing people. One or more years of experience in a unionized environment is an asset. Other Candidate Requirements Proficient computer skills and competent with Microsoft Office programs. A professional designation in a relevant field such as Certified Compensation Professional (CCP) or Global Remuneration Professional (GRP) is considered an asset. Chartered Professional Accountant (CPA) or Chartered Financial Analyst (CFA) designation is considered an asset. Excellent team building and leadership skills and experience. Budget and planning experience. Sound organizational, analytical, judgement and decision‑making skills with proven abilities in problem solving. Strong interpersonal skills with an ability to build and maintain relationships at all levels of management to achieve mutually beneficial outcomes. Strong oral and written communication skills. All qualified candidates will be considered; however preference will be given to Indigenous People (First Nations, Metis or Inuit) or Persons with disabilities. This is a special measure employment equity initiative and candidates from this group who wish to qualify for preferential consideration must self‑identify. Accessibility Canada Post is committed to fostering an equitable, respectful, and caring workplace where everyone is welcome and has equal opportunity, where diversity is valued and celebrated and where we work together to remove barriers and promote accessibility. If you are contacted regarding a job opportunity, please advise if you require an accommodation. All information received in relation to accommodation will be kept confidential. Employment Equity Canada Post is committed to creating a safe workplace that embraces and celebrates everyone. We are committed to employment equity and encourage applications from Indigenous Peoples, Persons with disabilities, Members of visible minorities, and Women. Disability is defined as a persistent or episodic physical, sensory, or mental health condition and/or functional limitation. Disability includes both visible and hidden conditions and/or limitations that may impact vision, hearing, mobility, flexibility, dexterity, pain, learning, developmental, mental/psychological, and memory. Information on our Equity, diversity & inclusion national strategy and our Indigenous reconciliation strategy can be found at the following links: A conflict of interest is when an employee’s interests (personal, financial or business) or relationships (family or close personal relationships) interfere, or appear to interfere, with the interests of Canada Post. To know if a conflict exists, please refer to the Canada Post's code of conduct. #J-18808-Ljbffr