Applications are invited for an HR Advisor, Work Design + Compensation to be responsible for the management of the University’s compensation philosophy, excluded compensation framework, and union compensation manuals. Furthermore, the Advisor shall partner with University leaders to ensure that all jobs are developed and implemented in a manner that compliments the internal equity of the University and shall prepare recommendations and strategies for correcting any existing compensation inequities.
Some Typical Duties:
Partners with all levels of administration to review, design, and implement any and all roles within the University community, in a manner that is compliant with the relevant collective agreement compensation manuals or the excluded compensation framework.
Partners with CUPE representatives in the development of new positions or in the review of existing roles. Furthermore, the Advisor will manage grievances pertaining to the exclusion of Administrative roles, in consultation with the AVP, Human Resources.
Performs position classification reviews to recommend appropriate title and salary range based on an understanding of the nature, scope, and complexity of a position and relevant market pay data.
Analyzes requests for pay changes and salary offers, and researches and prepares appropriate information for approvals, demonstrating awareness of potential impact of compensation decisions.
Takes a proactive approach to providing advice and guidance to campus partners on compensation policies and practices, with a focus on promoting sound compensation principles, and the understanding of the University's classification systems.
Conducts special compensation studies of salary and pay practices. Analyzes data, creates and presents reports, and develops recommendations as appropriate.
Supports data integrity by maintaining and auditing position and job-related information in compensation systems.
In partnership with the AVP, Human Resources, periodically reviews the excluded compensation philosophy to ensure that the tool remains current with provincial legislation and provincial employment standards. The Advisor shall advise the Administrative Bargaining Team on matters relating to union compensation.
Identifies opportunities for enhancements and efficiencies in all compensation processes. Recommends and implements process changes to support efficient and high-quality program delivery.
Develops and maintains accurate and current documentation of compensation programs and projects.
Provides assistance to the AVP, Human Resources for special or confidential projects including best practice research and reviews of procedural administrative functions. Provides back up to other Human Resources positions as required.
Bachelor’s Degree in human resources or other relevant disciplines.
Minimum three years’ experience in a unionized setting.
Or an equivalent combination of education and experience.
CCP designation or enrolment an asset.
CPHR designation an asset.
Computer literate and proficient in standard office applications.
Experience in the development and execution of organizational compensation models.
Ability to establish positive and effective work relationships with employees at all levels.
Highly developed organizational skills and detail oriented.
Ability to exercise tact and diplomacy.
Proven ability to work as a team member in a complex and demanding organizational setting.
Demonstrated resilience and ability to work under stress.
Demonstrated initiative, critical thinking, and problem-solving, including the ability to develop sound recommendations against assessed risk factors.
Effective oral and written communication skills.
Sound judgement and ability to observe confidentiality.
Familiarity with leading practices in equity, diversity and inclusion.
Emily Carr University especially invites those who have demonstrated a commitment to upholding the values of equity, diversity, and inclusion and will assist us to expand our capacity for diversity in the broadest sense. In addition, to correct the conditions of disadvantage in employment in Canada, we encourage applications from members of groups that have been historically disadvantaged and marginalized, including First Nations, Metis and Inuit peoples, Indigenous peoples of North America, racialized persons, persons with disabilities, and those who identify as women and/or 2SLGBTQ+. All qualified people are encouraged to apply; however, Canadians and permanent residents of Canada will be given priority. While we thank all candidates for their interest, only those short-listed will be contacted.