Compensation and Organizational Development Specialist - 1yr contract

Job Purpose This role focuses on specializing in and benchmarking compensation to ensure competitive and equitable pay structures. It involves coordinating salary processes, advising on incentive plans, and maintaining job evaluations while providing guidance to leaders and employees. Additionally, it supports organizational development by assisting with job descriptions, role recommendations, and compensation policy improvements.   Duties and Responsibilities   Compensation (General) Complete PEST (economic scan) annually for merit budget planning Work with T&OD Manager to recommend and budget annually hourly and salaried total compensation budgets, using research and databases CMP subscribes to Benchmark Maintenance team annually for total compensation Benchmark co-op wages annually Complete compensation surveys including MERCER (12+ annually) Benchmark salaried roles annually and ongoing as ad hoc requests arise Using internal hiring ranges and benchmark information, recommend offer letter components (base salary, vac, benefits etc) working with TA Business Partner   Structures/Processes Coordinate and support the merit and equity process with T&OD Manager annually Support and help coordinate AIP (annual incentive plan) timelines and communication Recommend to T&OD Manager compensation structure changes based on industry best practices and continuous improvement– pay grades, pay grade ranges, merit grids, merit ranges, and AIP structure Develop quartile hiring ranges including variables like years of experience, education, or skill sets   Business Partner/Education Be a point of contact for leaders and employees on compensation questions Train new employees on compensation processes and structures and leaders annually Create process documents and a central location for leaders to go to for compensation and organizational development forms or processes. Create and update compensation policies as needed   Organizational Development Understand and maintain job evaluation process through scheduling and assisting leaders with questionnaires and job descriptions Communicates results of evaluations and coordinates next steps Work with leaders on headcount addition role recommendations (data, rationale, critical thinking) Complete post audits on role recommendations and submit to T&OD Mgr and VP HR Maintain and upkeep our salaried job descriptions folder and assist leaders by researching duties as needed   Personal Development Attend company required training Remain current with technical knowledge in areas of responsibility Attend regular 1:1 coaching/update sessions   Qualifications Minimum of 5 years of HR experience Bachelor's degree in a related field (human resources, business administration, finance or other related field) CCP (Certified Compensation Professional) considered an asset Communication: Ability to clearly explain compensation policies and decisions to employees and management Attention to Detail: Ensuring accuracy in data and compliance with regulations Discretion: Handling sensitive information with confidentiality Teamwork: Collaborating effectively with HR and other departments Data Analysis: Proficiency in analyzing compensation data and market trends Excel: Advanced skills in Excel for data organization, analysis, and visualization Compensation Programs: Knowledge of various compensation programs and structures Regulatory Compliance: Understanding of labor laws and regulations related to compensation   Working Conditions Office environment with occasional requirement to be present on the Kill Floor or Cut Floor.  Must provide own transportation.   Physical Requirements Office environment   Key Competencies   Service Excellence Maintains genuine relationships with customers over time, and stays on top of changing business needs Displays personal ownership and a sense of urgency over any issues or complaints that arise from the customer Accountability and Initiative Takes initiative and demonstrates a “do whatever it takes” work ethic to get the job done Helps to assess the pros and cons of taking risk, and makes recommendations on the best course of action Achieving Results Together Actively listens to others’ needs Demonstrates a high level of involvement and motivation to share within the team   Key Performance Indicators Organizational development talent planning executed in alignment with budget forecast All role addition post audits completed within 6 months of roles being filled Minimum of 10 compensation benchmarking surveys completed annually