Senior Compensation Advisor

Who Are We?

SSR Mining Inc. is an intermediate gold company with five producing assets located in the USA, Turkey, Canada, and Argentina, combined with a global pipeline of high-quality development and exploration assets in the USA, Turkey, and Canada.

SSR’s commitment to safety, collaboration, and excellence allows us to continue building upon our already strong foundation. With an industry-leading pipeline of projects, strong financial positioning, and talented employees, we look forward to our bright future!

Job Description:

The Senior Compensation Advisor is a seasoned compensation professional responsible for delivering market-competitive, equitable, and compliant pay programs. This role partners closely with HR, Finance, and business leaders to design, implement, and administer compensation strategies that align with organizational goals. The role requires strong analytical capability, business acumen, and the ability to influence stakeholders.

The Day-to-Day:

• Conduct job evaluations and market benchmarking using compensation surveys and market pricing tools to ensure external competitiveness and internal equity.

• Support the design, implementation, and maintenance of salary structures, pay ranges, and job leveling frameworks.

• Develop deep expertise in the organization’s job architecture; partner with HRIS to ensure accurate maintenance within Workday.

• Act as a trusted advisor to HR Business Partners and business leaders, providing guidance on compensation decisions, policies, and best practices.

• Perform internal equity analyses and support pay transparency initiatives, ensuring alignment with organizational philosophy and regulatory requirements.

• Support the annual compensation cycle (merit, bonus, and equity where applicable), including data preparation, modeling, system configuration, and execution.

• Conduct post-cycle reviews and audits; prepare insights and reporting to evaluate program effectiveness and identify improvement opportunities.

• Contribute to the administration, and payout calculations of short-term incentive (STIP) programs.

• Assist in developing communication materials, tools, and training to enable managers to effectively deliver compensation programs.

• Support workforce planning and forecasting, including modeling total labor costs across headcount, base pay, incentives, and benefits.

• Ensure compliance with applicable laws and regulations (e.g., FLSA, pay equity, pay transparency requirements).

• Support equity program administration and related processes, as applicable.

• Assist in the preparation of compensation-related disclosures and documentation for audits, regulatory filings, and external reporting (e.g., Proxy Statement).

• Lead or contribute to compensation-related projects and process improvements that enhance efficiency, accuracy, and employee experience. 

Is This You?

• Demonstrates strong ownership and accountability in achieving business and departmental objectives.

• Ability to lead or independently manage complex projects and processes that may span across functions.

• Deep expertise in compensation principles, market analysis, and program design.

• Strong analytical and problem-solving skills with the ability to interpret data and provide actionable insights.

• Applies critical thinking and sound judgment in ambiguous situations; adapts methodologies to solve complex challenges.

• Effective stakeholder management and influencing skills, with the ability to communicate complex concepts clearly.

• Experience contributing to strategic planning and operational goal setting.

• Proficiency in Workday and compensation tools; advanced Excel/data analysis skills preferred.

Competencies:

• Planning and Organizing, Communication, Courage, Collaborating, Leveraging Feedback, Emotional Intelligence Foundations, Continuous Improvement, Decision Making

Experience:

• University degree with 7-10 years of relevant experience or an advanced degree.

SSR Mining Inc. is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.

Employment Equity:

At SSR Mining – Seabee Gold Operation, we are dedicated to developing a talented and diverse workforce that reflects the communities where we operate. We actively promote employment equity and invite applicants to voluntarily indicate if they belong to a designated group during the hiring process. Employment equity is not about quotas or hiring individuals who are not qualified. Rather, it aims to broaden the pool of qualified candidates — including women, Indigenous peoples, visible minorities, and individuals with disabilities — and to eliminate barriers that may hinder their full participation in the workforce.

Women:

This describes a person who self identifies a woman. The definition recognizes that gender is a self-identification that does not necessarily match the sex of an individual.

Aboriginal People:

As per the definition contained in the Canadian Employment Equity Act, Aboriginal Peoples, refers to persons who are Indian, Inuit or Métis.

Persons with Disabilities:

Examples include, but are not limited to:

• Blindness or visual impairment (unable to see or having difficulty seeing, glaucoma; however, this does not include persons who can see well with glasses or contact lenses)

• Co-ordination or dexterity impairment (difficulty using hands or arms, for example, grasping or handling tools or using a keyboard)

• Deafness or hearing impairment (unable to hear or having difficulty hearing)

• Mobility impairment (difficulty moving around, walking long distances or difficulty moving using stairs)

• Speech impairment (unable to speak or difficulty speaking and being understood)

• Other disabilities (e.g., learning disabilities, developmental disabilities and all other types of disabilities)

Members of Visible Minorities:

Examples include, but are not limited to:

• Non-white Latin American (including Indigenous people from Central and South America)

• Black

• East Asian (e.g., Chinese, Japanese, Korean)

• South Asian/East Indian (e.g., Indian, Pakistani, Bangladeshi, or East Indian from Guyana, Trinidad or East Africa)

• Southeast Asian (e.g., Burmese, Cambodian, Filipino, Laotian, Thai, Vietnamese)

• Non-white West Asian, North African or Arab (e.g., Iranian, Lebanese, Egyptian, Libyan)

• People of mixed origin (e.g. with one parent member of a visible minority group)

The information you are asked to provide is essential for Seabee Gold Operation to comply with the requirements of the Federal Contractors Legislation, and in helping Seabee Gold Operation identify and address workplace barriers by developing employment equity programs and policies. Although participation in completing this survey is voluntary, it is important for us to obtain the most accurate representation of our current workforce.

The information you provide will be kept CONFIDENTIAL and will be used to compile an overview of Seabee Gold Operation's workforce for government compliance purposes. In addition, the summarized results will be used to determine the distribution of designated group members in our workforce, analyze the current results, and track future progress in achieving a representative workforce. This information will not be placed in your employee files.