Director, Total Compensation and People Analytics

**Competition Number**
- S181106P**Position Title**
- Director, Total Compensation and People Analytics**Position Number**
- A99800**Employee Group**
- Administrator**Position Status**
- Regular Full-Time**Start Date**

**End Date (if applicable)**

**Department**
- Human Resources**Additional Notes**

**Location**
- North Vancouver**Working with us**
- Within the Human Resources department, our our core focus revolves around people, culture, and diversity. Committed to upholding a foundation grounded in equity, inclusion, respect, and mutual responsibility, we firmly believe that there’s a seat for everyone at the table.We pride ourselves on building a team of individuals who possess a unique collaborative instinct, where creating solutions and walking the path to improvement are both shared and appreciated. As our employee numbers are set to double in the upcoming years due to our curriculum and campus expansions, we are prioritizing strategic planning and internal evolvement. Our goals are not just to meet but to surpass the expectations that our future state demands.Are you motivated to bring innovative ideas and drive solutions in an ever-evolving environment? Join us on the journey to employee empowerment, where your contributions will play a pivotal role in shaping the future success of our expanding workforce and vibrant community**What you’ll do**
- The Director, Compensation and People Analytics provides leadership in planning, developing and managing programming and services relating to HR systems, compensation, benefits and abilities management for the University. The Director will build relationships at all levels of the organization to understand needs and support continued improvement in service delivery. Reporting to the Director is a small team of HR professionals, including a manager. The position reports to the Strategic Director, People, Culture & Diversity.
- **ILLUSTRATIVE** **EXAMPLES** OF **DUTIES**
- Supports the Strategic Director by providing expertise for HR systems and compensation planning, including the development of the strategy for HR systems and roadmaps for the future.
- Works collaboratively with internal partners, providing leadership in the design, planning and implementation of workforce and organization design, to provide efficiency and appropriate use of resources in meeting Envisioning 2030 and Illuminating 2030 goals.
- Provides strategic direction for the development and delivery of compensation and benefit programs, including job design/classification, organization structure, job evaluation, benefits and pension administration, employee wellness and competitive strategies
- Ensures that total compensation programs are administered fairly and consistently in alignment with collective agreements and provincial legislation.
- Provides strategic direction to the development and delivery of abilities management programs and services.
- Assists in the development of competencies and embedding them into compensation and classification processes.
- Leads projects relating to HR systems enhancements, configurations, implementations, and upgrades. Develops and implements project plans and change management plans that supports organization adoption of HR systems.
- Leads the development and ongoing review of employee analytics and metrics to support and deliver strategic decision making for HR and the University, collaborating with partners in the University to understand needs.
- Leads the preparation of reports for internal and external partners, both regular and ad hoc, that allow for planning and compliance.
- Works closely with Labour Relations on grievance handling relating to the portfolio, participating in third party hearings, when necessary.
- Leads business process improvements relating to compensation, classification and HR systems, to increase the effectiveness and efficiency of service delivery.

**What you’ll bring**

**Required Knowledge, Skills and Abilities**
- Thorough knowledge of human resources objectives, practices, and policies and practices related to such areas as compensation, HRIS, employee/labour relations, position classification and workforce design.
- Considerable knowledge of applicable employment legislation such as the Employment Standards Act, Labour Relations Code, Human Rights Act.
- Demonstrated ability to express views, ideas and facts effectively orally and in writing including ability to be persuasive and encourage collaboration and input from others.
- Demonstrated ability to work with others in many different capacities including coach, teacher, advocate, expert advisor, and collaborator.
- Demonstrated ability to develop, plan, execute and complete multiple projects simultaneously; to work well under pressure and to effectively meet deadlines and organizational requirements. Familiarity with the objectives and operations of a post-secondary institution. **Required Training and Experience**
- A bachelor’s degree in human