The Partnership’s Finance and Corporate Services Division leads all services to secure a sound financial platform and ensure that the organization has the technical, operational, infrastructure, talent management and change management capabilities necessary to achieve the maximum impact for its mandate and budget. The team works alongside all divisions in managing financial and resourcing aspects of programs and initiatives that aim to deliver on the eight priorities of the 2019-2029 Canadian Strategy for Cancer Control.
Overview of Role
Reporting to the Director, People and Culture, the Manager, Total Rewards, plays a key role in designing, developing and implementing Total Rewards strategies, programs and initiatives. Working with a small, highly collaborative and engaged team, the manager has a strong understanding of the link between internal equitable practices and organizational outcomes and ensures People and Culture policies and practices support a positive and dynamic organizational culture.
Core Responsibilities & Activities
Total Rewards strategy, programs, policies and initiatives
- Develops and implements robust and strategically aligned total reward strategies, programs, policies and initiatives (e.g. total compensation strategy, benefits strategy, etc.)
- Provides expert advice and oversight of total rewards practices and policies
- Co-leads the performance & development program and provides incentive program oversight and administration
- Ensures all practices and policies are clear, transparent, consistent and are supported by best practices
- Acts as a trusted advisor and coach to the People &Culture team, Director and CPAC as a whole
- Uses data and insights to inform business cases for changes to strategies or practices
- Manages the organization’s Talent Acquisition Strategy and function and ensures it reflects the organization’s Diversity, Equity and Inclusion (DEI) philosophy
- Provides proactive forecasting, planning and strategic resourcing plans and develops relevant and timely reports on metrics
- Constantly seeks service efficiencies and process improvements in support of delivering a best practice aligned talent acquisition service
Employee Benefits, Pay Administration Management and Oversight
- Manages and monitors complex annual compensation strategy and pay administration
- Manages and monitors partner and vendor relationships, contracts, and agreements, ensuring terms and conditions are met and value for money received
- Leads the annual pay equity reviews, internal compensation reviews, job evaluation and job design
- Conducts external market reviews and benchmarking to ensure the competitiveness of Total Rewards packages
- Oversees the job evaluation process and ensures it reflects the organization’s DEI philosophy
- Communicates to and educates staff on available benefits and incentives
- Manages HR Information, ensuring data accuracy, integrity and compliance with relevant policies and governance
- Develops, implements, and maintains a modern and appropriate recognition strategy and program that champions the Partnership’s organizational values and supports a positive work culture
Health, Safety and Wellness
- Provides expertise, advice and coaching on health, safety, and wellness
- Plans, develops, and implements resources, programs, and supports on health, safety and wellness
- Contributes to identifying top safety and health risks, trends, themes and provides insights in collaboration with CPAC’s Joint Health and Safety Committee and other internal committees
The Partnership’s core competencies are a key element in reviewing performance. While the duties and responsibilities of a position tell you the “what,” the competencies tell you the “how.” We have developed five universal competencies which we expect to be exhibited by all employees regardless of level or position, as well as five leadership competencies which we expect to be exhibited by staff in people management positions.
- Inclusive – values diversity and applies an equity lens; consciously think about who needs to be included
- Agile – is constantly adapting to partners, priorities, and outcomes; is committed to continuous learning and improvement; promotes new ways of doing things
- Collaborative – partners and builds strong relationships; works effectively with team members, focusing on delivering individual contributions to meet collective outcomes
- Outcomes-focused – focuses on the ultimate impact, priorities work with a focus on underserved groups
- Systems-thinking – connects the dots between their work and the broader system, has political acuity
Experience and Qualifications
- Post-secondary degree/diploma in Human Resources, Labour Relations, Business Administration, or other relevant disciplines, or an acceptable combination of education and experience
- Certified Human Resource Leader or Executive (CHRL/CHRE) preferred
- Senior HR professional who excels in building strong client relationships and has a passion for supporting the organization’s people objectives
- Proven ability to lead, mentor and coach others
- A self-starter with critical thinking, influencing, and negotiating skills, you have the ability to develop practical evidence-based HR strategies and plans that support the business’ objectives
- Detailed oriented and proven ability to handle multiple priorities
- Ability to identify opportunities and solve complex problems
- Your excellent oral and written communication skills are complemented by your ability to analyze and report on HR analytics and compensation
To apply, please forward your CV and cover letter combined in one file in Word or PDF format to:
The Canadian Partnership Against Cancer thanks all applicants; however, only those selected for an interview will be contacted. If contacted for an interview, please inform us should accommodation be required.
The Canadian Partnership Against Cancer has a diverse workforce and is an equal opportunity employer.
Director, People and Culture
Hybrid/Remote. The Partnership’s head office is in downtown Toronto. Candidates can work anywhere in Canada with the expectation to travel to the head office on occasion.
Level 7 salary range: $96,904 - $133,386; compensation offered will be based on an assessment of the candidate’s knowledge, skills, competencies and experience, while ensuring internal equity.
June 24, 2022
July 8, 2022