Job Description :
Manager, Compensation
Amica Senior Lifestyles
Full Time
Amica embraces pay- for- performance compensation philosophy and offers a competitive total compensation package designed to reward performance.
Expected Salary Range : $90,000-$130,000
Maximum Bonus Potential : 15% target bonus, that rewards exceptional performance.
Benefits: Comprehensive health, dental, and vision coverage, retirement plan contributions, disability,and employee wellness programs.
Vacation: Generous annual vacation entitlement, aligned with company policy.
Compensation is determined based on skills, experience, and qualifications. Candidates whose experience surpasses the expectations for this role may be eligible for compensation above the advertised range.
Established in 1996, Amica Senior Lifestyles owns and operates over 30 senior living residences in British Columbia and Ontario, while continuing to grow in select markets. Offering Independent Living (IL), Assisted Living (AL) and Memory Care (MC) lifestyle options, we combine expert care with unparalleled premium hospitality and amenities to deliver a personalized senior living experience. At Amica, we are driven by the desire to be part of something bigger than ourselves. We are privileged to spend our days enriching the lives of seniors, their families and each other. Joining Amica means you’ll experience a strong sense of belonging, purpose, possibility, and growth.
Become part of a team where you can make a real impact in the lives of others each and every day.
THE OPPORTUNITY
Reporting to the Director Compensation, the Manager Compensation is responsible for plan, design, development, implementation and administration of a comprehensive marketable total rewards strategy. This role involves analyzing market trends, developing strategy, building processes, monitoring internal equity, and collaborating with various departments and leaders to attract, retain, and motivate talent through competitive and fair compensation practices.
Principal Duties and Responsibilities
Compensation Management:
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Develop and implement a comprehensive compensation strategy aligned with the Company's Compensation philosophy, goals, and objectives.
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Create salary administration guidelines, policies and procedures and establish best practices that contribute to pay transparency.
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Provide salary recommendations that are internally equitable, and externally competitive.
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Conduct regular market analysis to ensure competitiveness to attract and retain top talent.
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Research industry/emerging trends and monitor best practices in compensation
- Partner with the Talent Acquisition team to support hiring of best talent and guide in the determination of equitable compensation offers, and monitor adherence to salary administration guidelines.
- Partner with the Benefits team to ensure smooth implementation and administration of all benefit plans including annual communication of plans.
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Effectively manage and collaborate with vendors and external partners, including managing performance of contracts to ensure maximum value of services is delivered.
- Responsible for maintenance of pay equity and monitoring regulatory, legislative, and standard practices/changes that impact benefit or compensation processes, and ensure company maintains compliance.
- Monitors and maintains the Pay Equity Program for non-union and union employee groups ensuring legislative standards are met; includes but not limited to the annual analysis and monitoring of internal positions to ensure compliance with Ontario’s Pay Equity Act.
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Develop tools and resources relating to job description writing to support effective job documentation and corresponding headcount required to fulfill volumes of activity.
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Accountable for preparing pay transparency reports that is compliant with Pay Transparency Act.
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Lead and manage annual merit increase and bonus processes, and track salary recommendations for governance and ensure consistency with application of salary structure.
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Prepare various reports and presentations to support compensation team including a review of client department areas by providing analytical, technical and administrative support on best practices in organizational design.
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Maintain an awareness and deep understanding of memorandums and Collective Agreements with Unions in order to deliver against corresponding compensation commitments, identify issues requiring Director, Compensation to support planning with other HR colleagues. Assist with compensation data analysis during Labor Negotiations.
- Participate in compensation surveys, collaborating with others in HR as required to fulfill data requirements requested; analyze aggregate results and proactively identify trends or issues relative to the target market competitive position.
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Support BC Wage levelling process and strategy.
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Participates in HR cross functional review of processes and procedures to provide compensation impacts. Including administration of annual performance appraisal and salary/wage reviews and bonus program administration.
Job Evaluation and Classification:
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Lead job evaluation processes to determine appropriate salary grades and ensure internal equity.
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Standardize job description templates and establish processes to manage job evaluation requests, governance and maintenance.
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Create Job Titling convention guidelines.
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Classify and benchmark roles within the organization to ensure consistency and fairness in compensation practices.
Compensation Planning and Annual Merit Increase Process:
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Lead and support annual budgeting processes, bonuses, salary adjustments, rewards and conduct market surveys to ensure pay practices are competitive.
- Collaborate with various departments during budgeting season.
- Lead and manage Company’s annual merit increase process.
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Assist with Board meeting preparations.
Variable Pay and Incentives:
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Support with designing, enhancing and administering variable pay programs, bonuses, and incentives tied to performance metrics.
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Ensure that incentive programs align with business goals and motivate team members to achieve desired outcomes.
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Utilize analytics to assess the performance, effectiveness and competitiveness of variable pay programs.
Communication and Education:
- Communicate compensation and benefits programs through Total Rewards Statement, ensuring understanding and appreciation of the total rewards offerings.
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Conduct training sessions for Human Resources Partners and other stakeholders and provide ongoing education and support on matters pertaining to Total Rewards.
Technology:
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Support with implementation of HCM system.
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Create process configurations to enable smooth transition.
Job Specifications
Education
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Bachelor's degree in Human Resources, Business, Finance, or a related field.
- Certified Compensation Professional (CCP) designation or Certified Employee Benefit Specialist (CEBS) designation would be considered an asset
Experience
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5+ years’ experience in Total Rewards (Compensation, Benefits, Recognition)
Knowledge
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Total rewards framework, variable pay programs.
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Strong knowledge of job evaluation methodologies, salary surveys and compensation benchmarking.
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Strong knowledge of annual merit increases process and bonus calculations.
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Legislative regulations and policies related to compensation.
Competencies, Skills & Abilities
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Excellent analytical and quantitative skills, including proficiency in data analysis tools.
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Strong communication and interpersonal skills, with the ability to collaborate effectively across teams.
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Ability to influence stakeholders.
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Strong oral, verbal and interpersonal communication skills
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Ability to develop and maintain effective working relationships with a wide variety of people.
- Excellent leadership, organizational, team building and time management skills.
- Ability to resolve sensitive issues pertaining to compensation.
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Proficient in Microsoft Office; advanced knowledge of MS Excel.
- Effective assessment, analytical and clear aptitude for detail-oriented work.
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Ability to work in a flexible environment to meet the needs of the business.
Disclaimer
The preceding job description has been designed to indicate the general nature and level of work performed by team members within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and tasks required of team members assigned to this job.
At Amica Senior Lifestyles we are passionate about working together in a supportive and inclusive environment that fosters innovation and turns ideas into action. We remain committed to creating workplaces that reflect the communities in which we operate. We are actively seeking applicants from all religions and ethnicities, LGBTQ2s+, Black, Indigenous, racialized people, and persons with disabilities and encourage people from all backgrounds to apply for our positions.
Requests for accommodation can be made at any stage of the recruitment process providing the applicant has met the Bona-fide requirements for the open position. Applicants need to make their requirements known when contacted.
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