Job Summary:

• Gathers information from various external and internal sources to perform comparative analysis. 
• Works with leaders and business units to revise and complete evaluations and position narratives on a timely basis.
• Builds relationships with leaders and departments to understand department structure, goals and business objectives. 
• Analyzes market data for individual positions, job families, and departments, to help drive internal and external business decisions. 
• Assist with the annual performance review process for UFCU.
• Provides support for various compensation programs and processes. 
• Reviews and compiles variable pay plan information for executive reporting.
• Provides support for various compensation programs and processes. 
• Reviews and compiles variable pay plan information for executive reporting.
• Participates and takes an active leadership role in Human Resources and Organizational Development projects.
• Performs ad hoc reporting of total compensation information 

Skills on Resume:

• Comparative Analysis (Hard Skills)
• Performance Evaluation (Soft Skills)
• Relationship Building (Soft Skills)
• Market Data Analysis (Hard Skills)
• Compensation Program Support (Hard Skills)
• Variable Pay Reporting (Hard Skills)
• Project Leadership (Soft Skills)
• Ad Hoc Reporting (Hard Skills)

Job Summary:

• Responsible for administering executive and employee compensation programs
• Provide expertise to compensation analysts, recruiters, human resources business partners and management on all compensation matters
• Lead any future compensation redesign projects, including full analysis and stress-testing of alternatives
• Be the resident expert in compensation plan design alternatives and best practices as viewed by proxy advisors and the Canadian Coalition for Good Governance
• Keep up-to-date on industry peer plans and report practices and trends
• Prepare compensation information for HRCC and Board meetings
• Lead the annual information circular and proxy statement process and responsible for all disclosure data
• Oversee market benchmarking, including survey job matching, submission, analysis, reporting and making recommendations
• Responsible for the implementation of annual compensation review using the Workday advanced compensation module
• Responsible for employee and leader communication on Crescent Point’s compensation plan

Skills on Resume:

• Compensation Administration (Hard Skills)
• Plan Design Expertise (Hard Skills)
• Benchmarking Analysis (Hard Skills)
• Redesign Leadership (Soft Skills)
• Disclosure Reporting (Hard Skills)
• Executive Strategy (Soft Skills)
• Trends Knowledge (Soft Skills)
• Workday Management (Hard Skills)

Job Summary:

• Collects, analyzes, and reports on compensation metrics and risk. 
• Develops creative and innovative ways to answer critical business questions by augmenting existing data assets or driving the development of new ones. 
• Leverages analytical expertise and data storytelling abilities to transform business requirements into impactful and efficient analytic solutions leveraging the full power of business intelligence tools available.
• Provides a balanced skill set of business acumen and previous experience with reporting/business intelligence. 
• Proactively acquires business knowledge to provide insights to business issues and concerns.
• Works alongside Directors to enhance incentive compensation programs providing process improvement, ad-hoc analysis and strategy optimization through thought leadership.
• Manages internal projects and ensures the program deliverables are timely and accurate. 
• Performs day-to-day quality assurance for processes, deliverables, documentation, communication, meeting documentation and action item follow-ups.
• Conducts research on incentive compensation topics.
• Manages the overall job evaluation process. 
• Reviews, analyzes and recommends leveling of positions and overall job and pay structure for the organization. 

Skills on Resume:

• Compensation Analysis (Hard Skills)
• Business Intelligence (Hard Skills)
• Data Storytelling (Soft Skills)
• Incentive Strategy (Soft Skills)
• Process Improvement (Soft Skills)
• Project Management (Hard Skills)
• Job Evaluation (Hard Skills)
• Research & Analysis (Hard Skills)

Job Summary:

• Conducts research for issue resolution and makes recommendations for streamlining processes and procedures.
• Leads the annual compensation planning process for the assigned business units/functions, including base pay recommendation facilitation, incentive allocations, compliance with cooperative and business guidelines/expectations, and final reconciliation.
• Leads and manages the delivery of compensation recommendations to Senior Leadership as well as the research, analysis, design, implementation, communication, and administration of compensation plans during the annual review cycle.
• Provides guidance to the business to develop creative solutions on a variety of total compensation issues including the setting of appropriate pay levels and total incentive pay.
• Reviews the operation of various facets of the compensation process to assure compliance with cooperative goals and various government regulations.
• Partners with business leaders and Director of Human Resources to understand and support business objectives by providing analytical support, consulting, and compensation advice for their functional areas.
• Educates leadership groups on compensation policies and provides subject matter expertise. 
• Aligns compensation approaches with business needs, developing creative solutions for talent acquisition and retention. 
• Recommends solutions or alternative actions to resolve compensation-related challenges.
• Evaluates Executive level roles and determines leveling, ensuring jobs are scoped appropriately. 

Skills on Resume:

• Process Streamlining (Soft Skills)
• Compensation Planning (Hard Skills)
• Leadership Consultation (Soft Skills)
• Compensation Plan Design (Hard Skills)
• Compliance Assurance (Hard Skills)
• Business Partnering (Soft Skills)
• Compensation Education (Soft Skills)
• Executive Role Evaluation (Hard Skills)

Job Summary:

• Maintains job related data in HRIS and manages organizational job descriptions.
• Participates in market pricing initiatives, and analyzes competitive market data. 
• Reviews internal equity, and prepare proposals to management on pay adjustments.
• Participates in the design and approach to job structure and other related compensation programs. 
• Creates and conducts market data presentations.
• Analyzes and maintains equity of current compensation programs compared to trends and legislated requirements.
• Performs in depth analysis on effectiveness and competitiveness of existing compensation programs and model potential impact of alternatives.
• Participates in and leads ad hoc compensation projects that may include program design and implementation, salary structure midpoint development and communication, and job matching.
• Partners with leadership team on business unit specific compensation program initiatives, change management, implementation, and communication efforts 
• Acts as a business partner and problem solver, and plays a governance role in the creation, negotiation and review of compensation programs and business rules.
• Provides ongoing support for leaders to appropriately align pay with UFCU’s practice and philosophy.

Skills on Resume:

• HRIS Management (Hard Skills)
• Market Data Analysis (Hard Skills)
• Internal Equity Review (Hard Skills)
• Compensation Program Design (Hard Skills)
• Data Presentation (Soft Skills)
• Trend Analysis (Hard Skills)
• Project Leadership (Soft Skills)
• Change Management (Soft Skills)

Job Summary:

• Diagnoses gaps between current and desired state.
• Performs ad hoc analysis and planning to continuously improve compensation programs and processes.
• Uses strong communication and analytical skills to drive understanding of compensation philosophies, practices and administration among leaders and managers and assist in cascading to all levels of the organization.
• Manages project plan elements and provides expertise to compensation and cross-functional Human Resources and Organizational Development projects.
• Assists with design and administration of compensation programs, including performance, recognition, and equity.
• Develops, implements and leads compensation communication and training programs for managers and Human Resources.
• Leads the development and management of compensation analytics and employee feedback studies.
• Supports the development and rollout of internal compensation tools and systems.
• Ensures compensation programs are scalable, compliant and are effectively deployed within the organization.
• Takes a proactive approach to identification and execution of industry best practices and trends.
• Commits to getting the job done no matter what issues arise.
• Adhere to all organizational policies, procedures and business ethics codes
• Complete required regulatory Training 
• Maintain strict adherence and compliance to all laws, rules, regulations, policies, procedures and internal controls specific to the role

Skills on Resume:

• Gap Analysis (Hard Skills)
• Process Improvement (Hard Skills)
• Communication Expertise (Soft Skills)
• Project Management (Hard Skills)
• Program Design (Hard Skills)
• Training Leadership (Soft Skills)
• Analytics Management (Hard Skills)
• Best Practices (Soft Skills)