Job Details:
Permanent Full-Time (Non-Union)

Posting Status:
Open to all current Town of Oakville employees and external applicants

Closing Date:
Applications for this position must be received at  by no later than 11:59 pm on May 20, 2025.

We offer:

 A hybrid work schedule A defined benefit pension plan (OMERS) Comprehensive health plan complemented with life and disability insurance A progressive work environment that promotes a work/life balance and strives to be a great place for great people to do great things

 

What can I expect to do in this role?

As a member of the HR team, the Compensation and Job Evaluation Advisor is a trusted partner and subject matter expert within the functions of compensation and job evaluation. 

This position provides advice to multiple stakeholders (management, HR peers, town staff, union members) on compensation and benefit programs design (i.e. town policies, procedures, and programs, navigating four collective agreements), pay equity plans, job evaluation, legislative changes, job design, and salary administration. This role will research, recommend, implement, and evaluate compensation strategies and activities that ensure alignment to the town priorities and that meet business requirements.

 The delivery of total rewards programs supports both Commission/Department and Corporate HR objectives and contributes to corporate programs and activities that make the Town of Oakville a preferred employer.  The incumbent is responsible for ensuring that our total rewards programs support the overall organizational and departmental strategic objectives and enhance individual, group and organizational effectiveness. 

 

As the Compensation and Job Evaluation Advisor, you will:

Lead the Town’s job evaluation committees including facilitation of JE meetings with committee members (union and management members), providing expertise and guidance to committee members, facilitating all joint job evaluation committee meetings; encourage a collaborative work environment for committee members.

Provide advice, guidance and recommendations on organizational design of job descriptions including identifying bona fide occupational requirements for new and restructured positions.

Develop and recommend job architecture including job families and works on implementing changes to enhance and support the evolution of the town’s job evaluation system.

Analyze compensation and benefits policies, procedures and programs and work with the town’s third-party benefits and compensation consultants in developing short- and long-range strategies, goals and action plans to meet those needs.

Research and participate in market surveys, including the creation and coordination of compensation and benefits surveys to external organizations and prepare compensation and benefits survey summaries and market analysis as required.Provide advice and consultation to HR Consultants and clients on policy interpretation, issues related to compensation and salary administration.Support the compensation-related aspects of collective bargaining by researching and recommending best practices; design, conduct and analyze total rewards surveys.Liaise with Financial Planning and Payroll & Benefits departments on budget projections, wage costings and benefit analysis for all union negotiations and compensation changes.Coordinate and administer the Town's compliance with Pay Equity legislation including analysis of workforce and job classes, recording and reporting required documentation, forms completion and monitoring salary administration to ensure corporate maintenance of Pay Equity.
 

Partner with Payroll & Benefits department on the implementation of all changes to compensation and benefits and any changes to policies and procedures which affect the administration of employee total rewards.

Maintain awareness of legislative, regulatory and policy initiatives that impact total reward practices.

Communicate compensation strategies and information to management and staff groups.

Assist in the development and maintenance of pay structures, including providing analysis, preparing costing scenarios and reporting to assist in decision-making. Lead coordination, calculation, and implementation of annual compensation adjustments and pay-for-performance system for non-union staff, as well as regular maintenance of related files and databases.

Maintain external relationships with comparator municipalities and agencies in order to benchmark jobs for job evaluation and compensation programs and processes for use in overall compensation planning and policy development.

Collaborate on special projects and provide support to the HR team. Provide analysis, findings and recommendations for projects, research, and best practice innovative solutions. Participate as a subject matter expert on working groups.

Support and co-lead work on employee value proposition/employer of choice promotion.

 

 How do I qualify?

You have an undergraduate degree in Business, Human Resource Management or a suitable equivalent; a CHRL designation would be considered an asset.  Preference will be given to those with certification in compensation and benefits (CCP).With a minimum of five years of progressive human resources experience managing job evaluation and compensation programs in a multi-union environment you have a well-developed understanding of total rewards, compensation, and job evaluation trends, programs, policies, practices and procedures as they apply to the public sector and you are seen as a total rewards expert with demonstrated success in research and analysis, compensation structures, organizational design, position analysis and job evaluation.You also have highly developed analytical skills, spreadsheet expertise and financial acumen and the ability to work collaboratively with union partners and staff at levels in an organization.  You can successfully manage competing priorities and deadlines in order to carry out assigned projects to their successful completion and implementation.You have developed well-honed organizational, presentation, initiative and a can-do mindset that have brought you success in your previous roles.  In addition, your ability to build consensus with partners has resulted in effective relationships with internal clients, colleagues, and senior management.General knowledge of HR, employee/labour relations and management theories and practices to facilitate the provision of effective consultation in addition to experience with JD Edwards Enterprise One would be considered assets to have.

 

DATED: April 29, 2025

 

This job profile reflects the general requirements necessary to perform the principal functions of the job. This does not include all of the work requirements of the job. Applicants are required to demonstrate through their application and in the interview process that their qualifications match those specified. Applicants may also be required to undergo testing.

 

We thank all applicants and advise that only those selected for an interview will be contacted.

 

Share