Compensation and Classification Advisor - Vancouver, Canada - Vancouver Community College

Vancouver Community College

Verified Company

Vancouver, Canada

2 weeks ago

Posted by:

Sophia Lee

beBee Recruiter

Description

Pclass #

A9937
Job SummaryJob Duties/Responsibilities**
Compensation Program Development Implementation and Administration
1. In conjunction with the Manager, Total Rewards, provides education, advice and guidance on a variety of compensation and classification issues to the College's Administrative leaders, acting as a trusted advisor to facilitate successful outcomes. 2. Works in partnership with college stakeholders and employee groups to facilitation discussions on developing, delivering and implementing equitable and consistent compensation systems. 3. Manages and maintains compensation plans for applicable employee groups, ensuring the various plan designs remain effective in supporting the College's strategic goals and objectives. 4. Provides advice to senior management on initiatives that affect compensation and job design. 5. Conducts research and analyzes compensation data and trends to maintain competitiveness within the postsecondary sector (market research, job evaluation and salary plan administration). Gathers and prepares data and reports and analysis of a complex nature. 6. In consultation with Manager, Total Rewards, compiles compensation data for PSEA, PSEC and other legislative bodies on compensationrelated matters and prepares a variety of reporting including those required for bargaining. Participates in bargaining preparation and provides bargaining support as and if required. 7. Liaises with the Post-Secondary Employers Association (PSEA) to provide compensation data, submit requests for compensation changes or plans, and seeks guidance in areas of total compensation, bargaining, or organizational change. 8. Administers the excluded compensation plan in alignment with VCC's Compensation Philosophy. 9. In conjunction with the Manager, Total Rewards, develops and implements communication strategies for compensation matters. 10. In collaboration with the People Services team, supports senior leaders in organizational development, restructuring, strategic planning, organizational design, succession planning, needs assessment, and compensation and classification programs; assists departments with the people side of change management as it relates to restructuring and compensation and classification. 11. In collaboration with Manager, Total Rewards, recommends, creates and implements changes in compensation policies, practices. Maintains People Services standard operating procedures, guidelines or protocols as they relate to compensation, job evaluation and classification matters. 12. Reviews initial salary placements of Administrators ensuring guidance and recommendations are consistent, fair and equitable. 13. Provides guidance and direction to People Services in support of compensation activities, ensuring compliance to compensation programs, job evaluation plans and processes, collective agreements, terms and conditions of employment, legislation and College policies and procedures. 14. Develops communication initiatives to ensure employees understand the value of the College's total compensation package.
Organizational Design and Job Evaluation
15. Conducts job evaluation of new and vacant CUPE Support Staff and excluded positions. Provides advice to academic leaders devising job descriptions for faculty positions. 16. Manages and administers Gender Neutral job evaluation Plan and processes, including resolving classification issues and challenges; ensures job descriptions, titles and compensation are consistent and support internal organizational structures. 17. Conducts job analysis for CUPE Support Staff positions, and excluded positions including interviewing employees and managers and analyzing job class specifications, benchmarks or benchmark grids. 18. Represents the interests of the College in relation to job development and classification issues. Responds to classification appeals or grievances and negotiates resolution or settlements with stakeholders. May represents the College at arbitration. 19. Initiates, researches, and compiles management classification and reclassification requests, which includes updated job descriptions, recommendations, and salary surveys for submission to PSEA. 20. Maintains uptodate records of job descriptions, job classifications and job evaluation results for support staff and excluded positions. 22. Identifies process improvements related to job evaluation process, recommends solutions and participates in the development of related tools. 23. Conducts and participates in compensation surveys as required; gathers and analyzes a variety of market and job data, presenting information to senior decision makers.
Organization and Classification Systems
24. Develops and maintains the HR classification website and database for online access to job descriptions and other compensationrelated information. 25. Updates and maintains job evaluation database and tracking tools. 26. Maintains paper