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    Total Rewards Analyst, Compensation - Halifax, Canada - Halifax Regional Municipality

    Halifax Regional Municipality
    Halifax Regional Municipality Halifax, Canada

    2 weeks ago

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    Description

    8169BR

    Total Rewards Analyst, Compensation

    Job Posting

    Halifax Regional Municipality is inviting applications for the permanent, full-time position of Total Rewards Analyst, Compensation in the Total Rewards division of Human Resources.

    Halifax Regional Municipality (HRM) is committed to reflecting the community it serves and recognizing Diversity and Inclusion as one of the Municipality's core values. We have an Employment Equity Policy and we welcome applications from African Nova Scotians and Other Racially Visible Persons, Women in occupations or positions where they are underrepresented in the workforce, Indigenous/Aboriginal People, Persons with Disabilities and 2SLGBTQ+ Persons. Applicants are encouraged to self-identify on their electronic application.

    Reporting to the Director, Total Rewards, the Total Rewards Analyst's primary focus is to support the management of existing compensation programs and development of new programs to support evolving business requirements. The Total Rewards Analyst is responsible for supporting the job evaluation/classification process, pulling reports, and analyzing data, providing non-union salary recommendations, supporting the delivery of the annual non-union Individual Salary Administration (ISA) program, and provide accurate and timely information and guidance relative to compensation to HR Client Services and HRM management.

    DUTIES AND RESPONSIBILITIES:

  • Monitors the Total Rewards mailbox and acts as first point of contact for internal HR on Compensation related issues and questions.
  • Monitors and researches national, regional and local Compensation and Total Rewards practices and trends in order to identify areas for the enhancement of HRM's value proposition and talent management tools.
  • Participates in salary surveys, performs analysis of results to assist in the development of market position for adjustments to pay bands and/or specific job functions.
  • Coordinates the job evaluation processes, including significant change analysis, maintaining job evaluation databases, participates on job evaluation committee, participates in job evaluation systems review and design development projects.
  • Provides individual salary recommendations for new hires, acting assignments, promotions, special duties, compression, etc.
  • Assists with preparing Total Rewards communications material (including Total Rewards Statements) for distribution to all employees as well as responds to day-to-day inquiries regarding compensation.
  • Participates in the delivery of the annual ISA program including validation, calculation and results review.
  • Works closely with the HR data control team to ensure compensation related data is captured correctly in the HRIS.
  • Collects data for bargaining advisory team as required; assist in post-bargaining rollout where compensation issues are impacted.
  • Supports the development and implementation of strategies and programs as directed.
  • Participates in Total Rewards or Compensation projects as required.
  • Participates in group discussions with business stakeholders.
  • Develops and delivers presentations.
  • May perform other related duties as assigned.
    • QUALIFICATIONS
    Education & Experience:
  • University Degree in Human Resources or related discipline.
  • Minimum three years' recent related Human Resources experience, preferably with a focus on compensation analysis.
  • Experience in a related fast paced and demanding environment.
  • Recognition as a Certified Professional in Human Resources is an asset.
  • Compensation designation such as CEBS or CCP designations would be considered is an asset.
  • Experience working in a diverse and decentralized organization, ideally in the public sector is an asset.
  • Experience with job evaluation or Compensation is an asset.
  • Experience with SAP is an asset.
    • Technical/Job Specific Knowledge and Abilities:
  • Current knowledge of HR trends and a good understanding of Compensation.
  • Effective at building partnerships, both inside and outside the team, and working collaboratively with others to meet shared objectives.
  • Intermediate proficiency in Microsoft Excel.
  • Proficiency in computer applications, including Microsoft Word, Outlook, HRIS.
  • Understanding of total reward practices, and other applicable municipal, provincial, and federal legislation.
  • Research skills and ability to understand and apply research and statistics in report writing and decision-making.
  • A strong knowledge of labor laws compensation and privacy standards are beneficial.
  • Good knowledge of the Korn Ferry Hay job evaluation system or similar job evaluation point factor system.
    • Security Clearance Requirements: Applicants may be required to complete an employment security screening check.

    Please note – Testing may be conducted as a component of the selection process to assess technical and job specific knowledge. Candidates, who are selected for testing, may be tested in a group setting, scheduled at the employer's discretion.

    COMPETENCIES: Valuing Diversity, Communications, Customer Service, Organizational Awareness, Organizing and Planning, Teamwork and Cooperation, Value and Ethics, Analytical Thinking

    WORK STATUS: Full Time, Permanent

    HOURS OF WORK: 8:30am-4:30pm, Monday to Friday; 35 hours per week

    SALARY: Non-Union Level 6, $71,650 - $92,730. Salary to be commensurate with experience.

    WORK LOCATION: Purdy's Tower II, 1969 Upper Water Street, Halifax, NS.

    CLOSING DATE: Applications will be received until midnight on May 19, 2024

    Please note : We thank all applicants for their interest in this position. Only those applicants selected for interview/testing will be contacted.

    During the recruitment process, applicants have the right to request an accommodation. Applicants invited to participate in an assessment process (such as an interview or testing) and who require accommodation, should discuss their needs with the Recruiter when invited to the assessment process.

    (Position #

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