Compensation Advisor

**Marketing Statement**:
A career at TransLink and our family of companies means working with people with a wide range of skills and perspectives, all teaming up towards a common goal: preserving and enhancing the region's world-envied quality of life. Together, we connect the region and enhance its livability by providing a sustainable transit and transportation network, embraced by our communities and people.

At TransLink we are dedicated to building a workforce that reflects the diversity of the communities in which we live. We’re committed to fostering an inclusive, equitable and accessible workplace, recognizing the unique value and skills every individual brings.

Looking for a great place to work where your contributions are valued and you can make a difference in a vibrant city? At TransLink, one of BC’s Top Employers, you'll help make Metro Vancouver a better place to live, built on transportation excellence. Put your future in motion

**Responsibilities**:
PRIMARY PURPOSE

Provides a wide range of compensation, organization/job design, performance management, and related services. Includes delivery of specialized expertise and advice, involving interpretation of policies and procedures to business leaders and employees in designated client groups across the enterprise. Carries out end-to-end project management for designated assignments and participates in program and process reviews, providing input and recommendations for improvements. Provides technical guidance to compensation support staff.

KEY ACCOUNTABILITIES

Provides compensation, organization/job design, and performance management services for the TransLink enterprise. Involves research and analysis pertaining to job evaluation, compensation surveys, market reviews, pay design, performance plan calibration, general/merit increases, salary administration oversight, and other related activities. Assignments may also involve end-to-end project management.

Provides expertise in delivery of advisory and coaching services, including interpretation of related policies and procedures to all levels of business leaders and employees in designated client groups across the enterprise. Involves in diagnosing business requirements and issues pertaining to organization/job design, job evaluation, performance management, and other related matters, and developing/recommending business-aligned solutions.

Carries out evaluation of exempt and bargaining unit jobs for designated groups across the TransLink enterprise. Recommends pay levels and addresses related issues, including response to job evaluation appeals and supporting related conflict resolution processes.

Participates in educating business leaders and staff on compensation programs, principles and processes, with a view to fostering transparency and understanding.

Participates in compensation and related process and program reviews, and recommends changes to support operational and program efficiencies.

Provides status updates on projects and assignments to the Manager, Compensation Advisor, also keeping them informed of any critical issues and recommending course of action.

Partners at key intervals with HR Business Partners, collaborating on information sharing, problem-solving, and achieving desired business outcomes for designated client groups. Also collaborates with HRIS technical support staff on the design and implementation of processes and reports for compensation and performance management.

Participates in HR initiatives and activities as directed and works autonomously on designated compensation projects and assignments which include developing reports and recommendations on compensation, organization design, and the annual performance appraisal.

Provides technical guidance to compensation support staff. Also develops relationships and liaises with external counterparts to share best practices and technical resources.

**Qualifications**:
EDUCATION AND EXPERIENCE

The requirements for this job are typically acquired through a degree in Human Resources and five (5) years of progressively responsible experience in Human Resources, with emphasis on compensation, including job design/evaluation and organization design. A Certified Human Resources Professional (CHRP) designation and/or WorldatWork Certified Compensation Professional (CCP) designation is preferred.

OTHER REQUIREMENTS

Solid knowledge of the concepts, principles, practices, and techniques pertaining to the Human Resources field with emphasis on compensation, including organization/job design, performance management, job evaluation, surveys, market reviews, pay design, performance plan calibration, merit distribution, and salary administration.

Solid interpersonal and communication skills with ability to provide advice, consultation and guidance to business leaders across the organization, actively participate in job evaluation panel discussions, address issues of a sensitive nature, and influence others on a