Director, Total Rewards

Found in: Talent CA C2 - 1 week ago

Toronto, Canada Nuclear Waste Management Organization Full time

Responsibilities

Develop and lead employee health and safety programs to support a strong safety culture and ensure employee activities meet or exceed the health, safety, and environment requirements of the NWMO. Demonstrate leadership by adopting and reinforcing cultural behaviours including commitment to the management system. Take ownership of applicable governing documents ensuring they address relevant regulatory, legislative, and business requirements; are effectively implemented, and used as designed. Holds staff accountable for procedural compliance; and seeks opportunities to continuously improve. Participate in strategic planning activities; establishes strategies that align with organizational and departmental business plans and objectives. Develop business plans and ensure programs are adequately resourced and staffed. Demonstrate openness and trust through the sharing of information, and by being visible and accessible to employees to enhance and develop their skills and provide support and counselling on career planning. Support learning and growth strategies including succession planning, training, and change management to ensure employee alignment and readiness; provides coaching and mentoring across the organization. Provide direction to departmental staff, establishing clear roles and responsibilities and annual performance objectives as well as providing regular performance feedback, coaching, and training. Develop departmental strategies and contributes to operational and management planning and decision-making to meet strategic and business objectives. Lead Total Rewards function to effectively define, design, implement, communicate, and manage rewards strategy, philosophy, programs, policies, and initiatives to attract and retain top talent in markets, and across the industry and sectors, where the NWMO competes. Provide strategic advice and direction and adapt compensation and benefits design to align with market trends, business strategy, and culture. Evaluates effectiveness of existing compensation and benefit programs, policies, and guidelines to ensure they are market competitive, cost effective, aligned with corporate goals, and comply with policies, legislation, and other government and regulatory requirements. Lead the design, implementation, and communication of compensation programs to include competitive pay-for-performance short and long-term incentive plans. Manage full life cycle of payroll function and ensures employee pay process is efficient and accurate in accordance with Company and legislative requirements. Responsible for HR reporting and metrics; analysis of data. Manage the administration of compensation programs including job evaluation systems, pay-for-performance, and incentive programs; leads salary review process and recommends salary structure increases; employee scale progression. Lead, implement, communicate, and administer all health and wellbeing benefits programs and initiatives ensuring competitive, sustainable, cost-effective plans and programs. Provide primary support with the preparation of Executive Compensation and compensation governance materials for review by the HR Committee of the Board. Liaise with HR Managers and Department Leads to understand employee concerns and rewards issues and assist with the development of actionable and sustainable recommendations while maintaining internal equity. Partner with external vendors or internal NWMO functional teams to explore development of innovative rewards offerings or creation of differentiated employee experiences. Ensure all programs are administered in compliance with regulations including the management of all compliance filings, reports, and audits related to the administration of employee compensation programs either directly or through vendor and partners. Lead and perform complex analysis and develop approaches for financial modeling to support rewards, budgeting, program development and decision making. Perform other duties and responsibilities as assigned.

Qualifications and Experience

The ideal candidate will have the following skills and experience; however, those with lesser experience should not hesitate to apply.

University degree specializing in either Business and/or Human Resources Management required. Canadian Compensation Professional (CCP) and/or CHRL. 10+ years of progressive experience in human resources compensation, with at least five in a management role which is broad enough to have covered all the core accountabilities detailed above.  Experience in pay equity, developing and maintaining compensation systems.

The following skills and experience are considered assets:

Strategic thinker and implementer with hands on approach. Dynamic leader: a team player who inspires confidence, credibility, and trust. Strong stakeholder management and relationship management capabilities including strategic influencing skill with regard to decision-making. Proven track record in the achievement of business goals. Possess good judgment and sound business acumen. Strong mentoring, coaching and people management skills. Self-directed and motivated; performance and results driven. Strong presentation skills, both verbal and written. Strong analytical skills with an ability to analyze complex situations, synthesize information, understand issues, identify options, and support sound decision-making, and integrate information from different sources into a coherent view. Accepts ownership and accountability and possesses a high level of integrity. Thinks as a businessperson and brings human resources expertise to solve business problems. Strong managerial courage to raise difficult issues, provide feedback and do what’s in the best interest of the company.

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