Compensation and Benefits Analyst (16-Month Term)

COMPENSATION AND BENEFITS ANALYST

CONTRIBUTING TO THE CMPA

The People & Culture group is responsible for developing and implementing the People Strategy, which sets the foundational building blocks for modernizing the employee experience, cultivating the CMPA’s organizational culture, and transforming our approach to talent management. The group has accountability for creating an employee experience in which the CMPA’s people are inspired, connected and empowered to bring the Association’s vision, mission and strategic plan to life in service of our members and the Canadian healthcare system. 

The People & Culture group partners with the business to deliver plans, services and programs to attract, recruit, develop and retain an engaged workforce that is fully capable of responding to evolving organizational needs. The group’s core activities include people strategy and planning, organizational culture, equity, diversity and inclusion, talent management and acquisition, employee relations, disability and leave management, employee well-being, total rewards management, and HR data and analytics. The group also collaborates with other business areas on organizational change enablement and organizational learning programs and initiatives.

POSITION OVERVIEW

The Compensation and Benefits Analyst (internally called Compensation and Benefits Specialist) provides subject matter expertise for the design, delivery and maintenance of policies, programs and plans related to job evaluation, base pay, variable pay, pay premiums, employee recognition and employee group benefits.

The incumbent monitors trends and developments in the industry and recommends changes and enhancements to the CMPA’s compensation, employee group benefits and recognition programs to ensure their relevance, competitiveness and long-term sustainability. This role works closely with People Services, Talent Management, Finance Services and colleagues on the Total Rewards team to ensure seamless delivery of compensation, benefits and recognition programs. Reporting to the Manager, Total Rewards, the Compensation and Benefits Analyst is a key contributor to the design and development of the CMPA’s Total Rewards strategy, along with colleagues specialized in Employee Well-being and Pension.

POSITION ACTIVITIES

• Provide advice and consultation to HR Advisors and people leaders as subject-matter expert on compensation, benefits and recognition programs, policies, and procedures.
• Analyze key stakeholder feedback, talent trends, internal and external data, and cost implications, to develop recommendations that enhance the CMPA’s compensation, benefits and employee recognition practices.
• Oversee the Association’s job evaluation process and framework, including responsibility for maintaining and evolving the job evaluation system. Provides subject matter expertise and advice to HR Advisors, and reviews and approves job evaluation decisions.
• Analyze market data and industry best practices to make recommendations for the evolution of compensation elements such as pay structures, salary increase guidelines, and pay progression guidelines. Develop or update policy documents, People & Culture team practice/process guidelines and tools, and related communication material as needed.
• Plan, coordinate and execute the annual compensation cycle, internal equity and pay equity reviews, including technology and communications requirements.
• Research, analyze and recommend enhancements to the group benefits plan and leave policies to ensure competitiveness and cost effectiveness. Develop or update policy documents and related communication material as needed.
• Lead the annual renewal of contracts with group benefits and insurance carriers, in collaboration with the Manager and benefits consultants.
• Plan and execute the biennial open enrolment process for employee group benefits plans.
• Manage ongoing relationships with benefits carriers, including monitoring services levels and resolving escalated issues, in partnership with the Pension, Benefits and HR Governance Administrator and the Payroll team.
• Research and recommend updates to the design and delivery of company-wide recognition programs, in collaboration with colleagues across People & Culture.
• Participate in total rewards surveys on behalf of the CMPA. Recommend survey process improvements and continually look for new sources of relevant and reliable market data.
• In collaboration with colleagues in People & Culture and HRIS, design and build metrics, reports, and tools to inform program decisions and forecast, report, and/or analyze business outcomes relative to compensation, benefits and recognition programs.
• Work closely with HRIS to leverage compensation and Benefits planning tools and systems. Represent the Total Rewards team for the implementation of Compensation and benefits management functionality within the Association’s HRIS, Workday, to introduce operational efficiencies, improved data accessibility, and self-service functionality.
• Audit programs and policies to ensure they meet the needs of organization, maintain the Association’s desired market competitive position, are communicated effectively and comply with legislative requirements and the CMPA’s overall governance policies and procedures.
• Design, develop and deliver compensation and Benefits learning for People & Culture, people leaders and/or employees as required.
• Lead Compensation and Benefits related projects and liaise with external consultants as required.

EDUCATION AND EXPERIENCE

• University Degree in Business, Human Resources Management, or related field.
• 7 years of experience in the design, development and delivery of compensation and Benefits programs.
• Certified Human Resources Professional/Leader (CHRP/L), Certified Compensation Professional (CCP), Certified Employee Benefits (CEBS) or Certified Benefits Professional (CBP) designation an asset.
• Demonstrated experience in job evaluation, compensation benchmarking, market pricing, and managing cyclical compensation and Benefits programs in a professional, non-unionized environment.
• Demonstrated knowledge of best practices in total rewards management, with an emphasis on cash Compensation and employee group benefits.
• Knowledge of current employment legislation (e.g. Employment Standards Act, Human Rights Code).
• Experience working with an HRIS. Prior experience with Workday a strong asset.
• Experience analyzing data and making recommendations to varying levels of leadership.

SKILLS AND ABILITIES

• Possesses strong interpersonal skills with the ability to collaborate and work effectively at all levels in the organization.
• Ability to work both independently and in collaboration with teams.
• Strong problem solving and analytical skills.
• Strong numeracy and advanced Excel skills are a must.
• Strong communication skills (both verbal and written); ability to communicate information clearly and at a level appropriate for the audience.
• Demonstrated planning and organizational skills, with the ability to multitask, and juggle conflicting priorities and competing demands in a fast past environment.
• Action oriented with a high degree of business acumen and the ability to influence decisions and outcomes.
• Demonstrated discretion, confidentiality, and sound judgment.
• Professionally networked within the total rewards community to keep abreast of current developments in total rewards management.
• Bilingualism (English/French) is an asset.

POSTING DETAILS

• Job Type: Term - fulltime opportunity
• Salary range: $81,600 to $109,100 – this role is classified as level 8
• Skill assessment: selected candidates may be required to complete a skill assessment
• Location: Fully remote job. You can work from a home-based office anywhere in the province of Ontario and Québec. Travel to the CMPA office in Ottawa, ON will be required up to a few times per year.
• Application deadline: Monday, February 26th at 4:00pm EST

The CMPA is an equal opportunity employer and is committed to being responsive to those living with disabilities, and strives to prevent and remove barriers to accessibility. The CMPA will provide support and accommodation in its recruitment processes to applicants living with disabilities. If you are invited to participate in an interview and/or skills assessment and have accommodation needs, please let us know.

Equity, diversity, and inclusion (EDI) is a key priority, and we actively strive to build a culture of inclusion where employees can be their authentic selves and are valued for their diverse experiences and perspectives.

We welcome and encourage candidates from diverse backgrounds and a variety of lived experiences to apply.