Senior Compensation Advisor

Description

This position is remote.

Interested in being a strategic compensation consultant to internal clients?

Join our team!

The Compensation Team is passionate about bringing thought leadership, innovation and expertise to the design and delivery of compensation programs within the total rewards offerings. We look to inspire an exceptional team member experience which differentiates TELUS from our competitors.

Here’s what we believe:

• We are ONE team - there’s no room for egos or blame

• Everything we do is tied to the business strategy

• We challenge the status quo - and when others think we’re done, we make it better

• We live up to our commitments - to ourselves, our friends, family, peers, leaders and our customers

• Our success is all about how we do things - how we think, solve problems, deliver, communicate, and more

What you bring

As a Senior Compensation Consultant, you will bring your thought leadership and in-depth knowledge of compensation trends and practices to provide strategic consulting support to internal stakeholders including People & Culture Business Partners and senior leaders. 

You provide professional understanding of compensation, total rewards, pay equity, and human resources and use your knowledge to reinforce the design, education and facilitation of compensation programs that support the constantly changing needs of our business landscape. 

With your consultative approach, strategic focus and pragmatism, you will ensure the effective design and delivery of programs including annual market benchmarking, annual merit-based increases, short-term incentives, long-term incentives, global compensation process and policy design, strategic compensation projects and M&A integrations into your client groups. You are a highly analytical thinker and possess meticulous attention to detail, in addition to your expertise in stakeholder management and delivering thoughtful insights derived from complex data. 

Here’s the impact you’ll make and what we’ll accomplish together!

Working as a trusted partner to the People & Culture (P&C) team, you will consult and advise on compensation programs and initiatives in our TELUS Health portfolio. You will look to solve a diverse set of problems where the analysis of data requires evaluation of identifiable factors, global market considerations and work towards the harmonization of our global total rewards programs and policies across several different business units and geographies.

The People & Culture team and senior leaders in the organization depend on our team to provide guidance on internal and external market trends and compensation legislation, and we help empower leaders to effectively attract and retain new team members in alignment with the TELUS compensation strategy.

Here’s how

• Act as a trusted advisor to People & Culture Business Partners and leaders in identifying compensation and organizational design challenges and provide guidance to help develop solutions

• Align compensation approaches with business needs by providing recommendations and solutions to drive effective talent attraction, development and retention

• Provide guidance and expertise on job architecture to your client groups and make sound recommendations for updating our job family structure, relying on your knowledge of compensation and organizational design

• Support your clients with implementation of job evaluation and compliance with federal and provincial pay equity legislation

• Support ongoing pay equity and legislation projects (project managing, analysis, review and follow up on historical data

• Support the smooth integration of acquired organizations by conducting through analysis of the business case impacts and alignment with TELUS Total Rewards strategy, in collaboration with our People and Culture Mergers & Acquisitions team

• Collaborate on the design and execution of the annual market benchmarking process, making recommendations based on insights and thoughtful observations

• Manage the annual compensation program for your client groups, providing strategic advice on base salary, performance bonus and long-term incentive programs

• Lead on projects through various stages from initial assessment with the business through to implementation (policy design, documenting processes, change management and building out tools and resources

• Training and educating P&C business partners, leaders and peers on total rewards, compensation philosophy, policies and processes

• Prepare presentations and analyses for executive audiences; outlining results, trends and costings

• Supporting and living the TELUS values, investing in personal and professional quarterly goals and objectives, engaging and leading team meetings, and supporting, rewarding and recognizing your peers

Qualifications

You’re the missing piece of the puzzle...

With:

• Progressive experience in compensation analyst or consultant roles or in HR generalist positions with an understanding of compensation practices 

• Strong experience with Workday HRIS or SuccessFactors HRIS systems, compensation modules

• Strong communication skills: clear, concise and influential in all aspects of communication

• Sound analytical skills: ability to decipher moderately complex data sets and deliver recommendations and insights

• Robust decision-making skills: grounded in data over gut instinct

• Effective collaboration skills: someone others actively seek out to partner with

• A problem-solving mindset: ability to demonstrate the fundamentals of defining a problem, conducting thorough analysis, and building clear recommendations

• An affinity for fast-paced, continuously changing, dynamic environments

• Proficiency with Microsoft Office Suite, Success Factors and G-Suite

• Bachelor’s degree or equivalent experience and education

Great-to-have:

• Hold or working towards your CPHR/CRHA designation or equivalent

• Hold or working towards your CCP designation

• Pay equity experience, understanding nuances of provincial legislation

• Project management (leading transformational compensation programs)

• Change management and creating compensation tools and resources

• Bilingual (written and conversational English and French)

Intermediate knowledge of English is required because you will most of the time interact in English with external parties (clients, suppliers, candidates, external partners, etc.); interact in English with internal parties (colleagues, internal partners, stakeholders, etc.); and work with IT tools whose interface is only accessible in English as part of this position's main responsibilities given its national scope.