Compensation Consultant

6 months ago

Regina, Canada Information Services Corporation Full time

Company Name:
Information Services Corporation

We are ISC, an industry leading employer with a global presence. We provide registry and information management services for public data and records to our customers. Our mission of putting the right information in the right hands, at the right time, means more than just using the right technology. Our people are what drives our innovation, growth, and well-being.

We are looking for a Compensation Consultant to help grow our business and contribute to our future.

This position works closely with Senior Compensation Manager to ensure that current and future compensation and recognition programs support the company’s growth, attraction, retention, and engagement strategy while meeting corporate objectives and to ensure optimal effectiveness, cost efficiency that continuously support existing and emerging business needs and HR strategies.

What you'll do:
The Compensation Consultant is responsible to support and manage the delivery of program initiatives from concept and strategy through to implementation that influences the company’s direction for Total Compensation. This includes:
- Monitor salary structures and ensure that policies, procedures, and programs are in alignment with the organization’s strategic objectives and continue to be equitable and competitive.- Conduct bi-annual market reviews to ensure salary structures remain competitive and revise salary ranges accordingly and provide a recommendation for potential salary range changes.- Provide guidance on pay related decisions, policy and guidelines interpretation.-
- Manage the administration of the company’s incentive programs that includes short and long-term incentives and pay-for-performance merit increases as well as providing compensation advice to leaders making pay decisions.- Provide financial cost analysis, benchmarking and/or impact analysis for compensation matters and programming, collective bargaining and for potential new plan designs.- Provide research and support on executive compensation matters as required.

The Compensation Consultant is the administrator and coordinator for the company’s share-based equity systems and processes and is responsible to:
- Have a shared responsibility with the Senior Compensation Manager to manage the relationship with external consultants of the company’s share and equity system platforms.- Monitor, track and report share-based equity award grants, exercises, forfeitures, and cancellations across the company, issued by the parent company.- Prepare, coordinate, and provide information to the finance team for the financial reporting requirements and to the legal team on share and equity related disclosures for the company.

The Compensation Consultant is responsible to lead and manage the company’s recognition programs and manage the peer-to-peer recognition platform, that includes:
- Manage the relationship with external consultants of the company’s recognition platform.- provide utilization statistics, financial cost analysis, feedback, and advice on the effectiveness of the recognition programs.- Manage the recognition budget and ensure that programs evolve to meet current trends.- Provide solutions and recommendations to the VP, People & Culture for corporate recognition events or offerings.

This position is highly accountable and independent in decision-making within the operations of the position. Minimal direction is given for decision-making, and it is highly accountable for the professional and technical advice provided. The position communicates frequently with all levels of the organization including senior leaders, finance, legal and outside of the organization with a purpose to gain agreement, influence change and to deal with sensitive and/or confidential issues.

What you’ll need:
This position is a specialist in compensation matters and how it relates to strategic human resource management. Extensive and comprehensive problem solving and the development of recommendations for Total Compensation programs which impacts the entire organization and that evolve to effectively support the workforce.

This knowledge base is generally gained through a University Degree or Diploma in Commerce or Business Administration, with a major in Human Resources, or related field.

Knowledge and skills that have been derived through a combination of relevant post-secondary education and a minimum of 6 years of progressively responsible experience concentrated in compensation and benefits, or an equivalent combination of education and experience may be considered. Certified Compensation Professional required. Certified Professional Human Resources designation would be an asset.- Advanced knowledge of compensation and reward programs with an understanding of design expertise.-
- Demonstrated ability to make sound business decisions. Relies on extensive experience and judgment to plan and accomplish goals. A wide degree of creativity and

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