The Director, Total Rewards reports to the Vice President, Human Resources. As a key member of the Human Resources leadership team, the role is responsible for CNL’s overall Total Rewards and compensation strategy, including the development and execution of all related functions and programs. The incumbent will act as a diverse team leader and change champion and lead the team through transition and process enhancements to keep pace in a fast-changing environment. With a team of 5, the Director, Total Rewards will be accountable for the total rewards strategy, benefits, disability, pensions, compensation, and Human Resources reporting. The role is also responsible for external reporting requirements around compensation, pension and benefits, and working with all levels within the organization to ensure effective support in all matters related to Total Rewards practices and policies
- Identify, build and implement total rewards strategies and programs in alignment with business needs, including salaried and hourly compensation, compensation design, incentive plans, group benefit plans, group retirement pension plans, disability and HR Reporting to enable CNL to attract, retain and motivate diverse talent.
- Develop and execute a strategy for data analysis and reporting across all HR functions and for executive and management.
- Contribute, as a member of the HR Leadership Team, to the development and implementation of an overall HR Strategy
- Continually assess and recommend total rewards program enhancements or changes to management and the Board by studying employee requirements, industry trends, and understanding the business needs and direction.
- Drive annual compensation benchmarking, salary planning, incentive administration and other compensation programs and processes within CNL Board, Executive and employees.
- Lead the development, implementation and maintenance of the Pay Equity Programs including establishing and working with Pay Equity committees, job class identification, job evaluation, job class pay analysis, and communications with the Executive, Board, Union Leaders and Employees.
- Oversee the compensation processes such as costing for bargaining mandates/union proposals, market reviews, annual increases and incentive plans.
- Collaborates with HRBP, Business Line VP and Manager Compensation in the development and
- implementation of appropriate compensation programs to meet the unique needs of the Business Line/CNL
- Benefits and Pensions
- Oversee the employee group benefit programs, both flex and traditional plans, and disability management. This includes chairing the Company Wide Benefits Review Committee, leading annual review, meeting legislative requirements, developing program enhancements and vendor management.
- Oversee the CNL Pension Plan including chairing the Pension Committee, regulatory compliance, education sessions, employee communications and engagement, and vendor management.
- Oversee HR reporting and analysis to enable awareness of trends and to assist in decision making
- Lead HR reporting to ensure data integrity, analysis and reporting.
- Lead the team through regular benchmarking cycles to analyze and assess internal and market data, industry trends and best practices to create market-competitive reward packages and identify potential opportunities and gaps.
- Prepare weekly, monthly, quarterly and annual reports on TR activities as required by CNL, Board of Directors and AECL.
- Educate the organization, particularly people leaders on topics related to Total Rewards
- Lead the transformation of Total Rewards programs and processes ensuring change management is at the forefront.
- University degree
- CCP, CBP or CEBS designation an asset
- 10 years progressive experience managing compensation programs, benefits (especially insurable benefits), compensation programs and pensions in Canada
- 5+ years in a leadership role
- Demonstrated expertise in the design, delivery and communication of total rewards programs
- Demonstrated expertise in pay equity
- Experience in a complex unionized environment is considered an asset
- Experience in preparing documentation for and presentations to a Board of Directors is an asset.
Abilities and Skills
- Proven ability to quickly ascertain and tailor different communication techniques and methods for any given audience to ensure the messaging is most effective for what is needed to be accomplished, from individual contributors to Board members.
- Demonstrated ability to recognize “silo” behaviours and effectively coach functions to reduce/eliminate such behaviours.
- Strong analytic and decision making skills, with a proven ability to provide well thought out recommendations and advice
- Process-oriented and results-oriented – able to balance the two effectively.
- Flexible thinker and able to adjust approach quickly as well as juggle multiple priorities.
- Excellent written and oral presentation skills.
- Proactive, self-motivated, and high degree of initiative coupled with sound judgment and good intuition.
- Proven ability to thrive in a fast-moving environment, with high ambiguity and competing priorities;
- Experience leading teams and managing managers with a track record of high performance;
- Demonstrated success in building and continuously improving the Total Rewards’ function
- Experience in implementing a cultural shift
Job/Industry Specific Knowledge
- Extensive knowledge of Total Rewards strategy and program design and execution including health and wellness, benefits, retirement, pensions, merit, incentive plans, compensation design, and absence management.
- Familiar with the benefits-related legal framework and labor market practices in Canada including knowledge of regulatory environment that govern and impact total rewards programs for Federally Regulated employers
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