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Added 1 hour ago
MEAL Officer -National
Yemen HR Consulting
Aden
Contract
RI in the Middle East has programs in seven countries - Iraq, Jordan, Lebanon, Syria, Türkiye, Yemen, and now OPT with a focus on the 4 main RI sectors: WASH, Health and Nutrition,…
Added 1 hour ago
Project Manager, Transformation
Manulife
Toronto, ON · Waterloo, ON
Full-time
We're looking for a highly motivated Project Manager, Transformation to help drive strategic initiatives across Canada Operations. In this role, you will lead complex, cross-functional…
Added 2 hours ago
Supervisor of Financial Services
City of Winnipeg
Winnipeg, MB
Full-time
Department: Finance and Administration, Planning, Property and Development
Added 3 hours ago
Human Resources Coordinator
EFW Radiology
Calgary, AB
Full-time
HR Operations, Employee Programs, and Administration
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Lead Change Management Specialist
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This is a permanent, senior individual contributor role operating with significant independence. The Senior Manager leads change management strategy and execution across a complex,…
Added 6 hours ago
Technical Services Manager
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Global Compensation Specialist
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Montreal, QC · Quebec, QC · HYBRID - Montreal, Canada
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Administer the annual compensation planning cycle in Workday, including system configuration, data validation, manager training, processing compensation changes, preparing payroll data, and…
Added 6 hours ago
Director of Human Resources
Marriott International
Toronto, ON
Full-time
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Walmart Canada
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Added 9 hours ago
Talent Acquisition Specialist
Dilawri Group of Companies
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Full-time
…strengthening employer branding, improving candidate experience, and supporting workforce planning initiatives. This team contributes directly to business growth by aligning recruitment…
Added 10 hours ago
Senior Manager, Talent Acquisition
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Reporting the the Senior Director, Talent Strategy, the Senior Manager, Talent Acquisition, is responsible for setting up the strategy, processes, and criteria to enable a systematic and…
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Channel Engagement Manager
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$166,000 to $250,000 CAD / year
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At Miovision, we’re unlocking transportation networks that move you. Our vision and mission is to enable smart, fast, safe communities that simply flow, as we drive the Intelligent Mobility…
Added 11 hours ago
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▪ Knowledge of operational management practices including service delivery, policy development, planning, and performance management
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Delivery Manager
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…is an opportunity to play a key role in shaping compensation programs that support thousands of employees while partnering closely with HR, business leaders, and…
Added 14 hours ago
Postdoctoral Research Fellow
University of British Columbia
Vancouver, BC · PHSA | BC Women's Hospital (BCWH)
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Supervisor (LPN) - Home Support
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Within the context of a community care model and in accordance with the established policies, procedures, vision and values of the Vancouver Coastal Health Authority, North Shore/Coast…

Confidential

Compensation Benefits Manager

Toronto, ON, Canada
Greater Toronto Area, Canada, Canada

Job type: Full-time
Apply by: Oct 25, 2026
Posting language: English
Posted: Sep 25, 2026

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Original job description

Manager, Total Compensation

Department: People & Organizational Effectiveness

Reports to: Vice President, People & Organizational Effectiveness

Location: Flexible

The Manager, Total Compensation, is responsible for developing, implementing and governing enterprise compensation strategy. This role ensures compensation programs are competitive, equitable, financially sustainable and aligned with organizational objectives.

As the organization's subject matter expert for compensation, the Manager provides strategic advice to executives, business leaders and HR Business Partners on compensation design, market competitiveness, job evaluation and pay governance. The role partners closely with Shared Services, Finance and business leaders to support organizational growth, workforce planning and business performance.

This position focuses on strategy, governance and program design rather than payroll administration.

Key Responsibilities

Compensation Strategy

Develop and maintain the organization's compensation philosophy.
Design compensation programs that support business strategy and organizational objectives.
Review and recommend salary structures, pay ranges and compensation frameworks.
Evaluate emerging compensation trends and recommend enhancements.
Support executive compensation recommendations.

Job Architecture & Organizational Design

Develop and maintain the enterprise job architecture.
Lead job evaluation activities using a consistent methodology.
Ensure internal equity across all functions.
Partner with Organizational Development on organizational design initiatives.
Support workforce planning through role classification and position benchmarking.

Compensation Programs

Lead the design, governance and continuous improvement of:

Salary administration
Annual compensation review process
Incentive plans
Short-term incentive programs
Long-term incentive programs
Vehicle allowance programs
Recognition programs (where applicable)

Market Intelligence

Conduct market benchmarking and compensation surveys.
Analyze labour market trends.
Provide recommendations regarding competitive positioning.
Maintain relationships with compensation survey providers.

Benefits Strategy

In partnership with benefit providers and Shared Services:
Evaluate benefit plan competitiveness.
Recommend plan enhancements.
Support retirement program strategy.
Participate in vendor reviews and renewals.

Governance & Compliance

Ensure compliance with employment legislation and pay equity requirements.
Develop compensation policies and standards.
Provide governance over compensation decisions.
Support internal and external audits.

Analytics & Reporting

Develop executive reporting related to:

Salary positioning
Market competitiveness
Internal equity
Compensation costs
Workforce trends
Budget impacts
Compensation analytics

Provide recommendations supported by data and business insight.

Business Partnership

Partner with:

Executive Leadership Team
HR Business Partners
Finance
Shared Services
Talent Acquisition
Organizational Development
Business leaders

Provide strategic consultation regarding:

Hiring offers
Promotions
Organizational restructures
Market adjustments
Retention strategies
Executive compensation
Workforce planning

Leadership Responsibilities

Lead enterprise compensation initiatives.
Influence senior leaders through expert advice.
Establish compensation governance across the organization.
Build strong partnerships across all business functions.
Drive continuous improvement.

Qualifications

Education

Bachelor's degree in Human Resources, Business Administration, Finance or a related discipline.
Certified Compensation Professional (CCP) designation is considered an asset.

Experience

Seven to ten years of progressive compensation experience.
Experience developing enterprise compensation strategies.
Strong background in market pricing and job evaluation.
Experience supporting executive compensation.
Experience within a large, multi-site organization is preferred.
Transportation, logistics or federally regulated experience is considered an asset.

Knowledge & Skills

Compensation strategy
Job evaluation methodologies
Job architecture
Market benchmarking
Salary administration
Incentive design
Benefits strategy
Financial analysis
Workforce planning
Data analytics
HR legislation
Executive communication
Influence and relationship management

Success Measures

The Manager, Total Compensation will be successful when they:

Maintain a competitive and sustainable compensation framework.
Improve internal pay equity and governance.
Deliver accurate and timely market intelligence.
Support strategic workforce planning through robust job architecture.
Provide trusted compensation advice to leaders.
Enhance the employee value proposition through effective compensation and benefits programs.
Deliver meaningful analytics that support business decisions.

Apply About employer

More about this job

Responsibilities

Develop and govern enterprise compensation strategy, job architecture, salary structures, incentive programs, and benefits strategy while ensuring competitiveness, equity, and compliance. Provide data-driven advice and reporting to executives and business partners on compensation decisions, workforce planning, market positioning, and organizational change.

Requirements

Requires a bachelor’s degree in Human Resources, Business Administration, Finance, or a related discipline, and seven to ten years of progressive compensation experience. Candidates should have experience in enterprise compensation strategy, market pricing, job evaluation, and executive compensation; a Certified Compensation Professional designation is an asset.

Skills

Compensation Strategy
Job Evaluation
Job Architecture
Market Benchmarking
Salary Administration
Incentive Design
Benefits Strategy
Financial Analysis
Workforce Planning
Data Analytics
Pay Equity
Compensation Governance
Executive Compensation
Employment Legislation
Executive Communication
Relationship Management

Visa sponsorship

Not detected in the job text

Keywords

Total Compensation
Compensation Philosophy
Compensation Strategy
Job Architecture
Job Evaluation
Salary Structures
Pay Ranges
Market Benchmarking
Compensation Surveys
Salary Administration
Annual Compensation Review
Incentive Plans
Short-Term Incentives
Long-Term Incentives
Benefits Strategy
Retirement Programs
Pay Equity
Compensation Governance
Employment Legislation
Executive Compensation
Workforce Planning
Organizational Design
Compensation Analytics
Financial Analysis
Certified Compensation Professional (CCP)
Transportation
Logistics
Supply Chain
Manufacturing
Retail

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