Manager, Compensation & Benefits

• Apr 2023 - Present

Responsible for the performance and development of junior Total Rewards team members. Responsible for all aspects of compensation and benefits programs, including compensation structures (salary & equity ranges, bonus / incentive plans), and employee benefits (medical, fringe benefits, etc). Work with VP, People to manage timelines and execution of Bench's leadership bonus program and the design of future Short Term Incentives. Own total rewards analytics, present data, findings… Show more Responsible for the performance and development of junior Total Rewards team members. Responsible for all aspects of compensation and benefits programs, including compensation structures (salary & equity ranges, bonus / incentive plans), and employee benefits (medical, fringe benefits, etc). Work with VP, People to manage timelines and execution of Bench's leadership bonus program and the design of future Short Term Incentives. Own total rewards analytics, present data, findings, and recommendations to the People and Senior Leadership teams. Own the completeness and accuracy of our compensation data. Support leaders to create motivating career progression structures in a quickly changing business environment. Proactively identify opportunities for improvements in both delivery and impact of compensation processes. Act as an internal compensation consultant to key stakeholders across the business. Ensure that compensation & benefits structure is externally competitive and internally equitable. Own the relationships with outside vendors to ensure we are optimizing the benefits and perks we offer. Work with the people team leaders to ensure that our benefits and perks programs align with our strategy and employee value proposition. Work closely with Finance, Compliance and People teams on audits including SOC2 and pay equity. Keep apprised of local laws and regulations impacting employee compensation and benefits. Prepare periodic RFPs to evaluate new partners and ensure we are maximizing efficiencies, minimizing costs, and are competitive in the market. Lead special projects related to people operations and total rewards, as required.

Lead, Total Rewards

• Jun 2021 - Apr 2023

Owning the annual compensation review process, ensuring managers have up-to-date market data to inform decision making. Analyzing existing and building new compensation structures in Canada and the US, implementing strategic changes as appropriate for both executive and non-executive roles. Having the pulse of emerging compensation trends both inside the business and outside in the labour market, by being endlessly curious. Owning the completeness and accuracy of the businesses… Show more Owning the annual compensation review process, ensuring managers have up-to-date market data to inform decision making. Analyzing existing and building new compensation structures in Canada and the US, implementing strategic changes as appropriate for both executive and non-executive roles. Having the pulse of emerging compensation trends both inside the business and outside in the labour market, by being endlessly curious. Owning the completeness and accuracy of the businesses compensation data. Implementing and maintaining the HRIS compensation data and Compensation Management software. Collaborating with the Financial Planning & Analysis team to align the business forecasting with the analysis of market compensation trends. Designing equity-driven total rewards practices that support the employees and actively combat conscious and unconscious bias. Supporting and coaching leaders to create motivating career progression structures in a quickly changing business environment. Ensuring the business is compliant with relevant laws and regulations in a quickly expanding remote-first workforce, including work on pay transparency. Developing and managing a dynamic job description library. Working with the benefits team to deliver a competitive and equitable benefits package that meets the diverse needs of the employees. Documenting and communicating the Total Rewards processes in a way that is effective and easy to understand.

Analyst, Compensation and HRIS

• Jan 2020 - Jun 2021

Analyst, Total Rewards

• Sep 2017 - Jan 2020

Specializing in technical, analytical, and consultative support for the delivery of compensation and job evaluation programs and practices. Subject matter expert in the interpretation, communication, and education of the various comprehensive Total Rewards programs and practices for all university staff groups, with a focus on compensation and job evaluation. Provides superior day-to-day client service relating to compensation practices with a strong focus on educating managers and staff.… Show more Specializing in technical, analytical, and consultative support for the delivery of compensation and job evaluation programs and practices. Subject matter expert in the interpretation, communication, and education of the various comprehensive Total Rewards programs and practices for all university staff groups, with a focus on compensation and job evaluation. Provides superior day-to-day client service relating to compensation practices with a strong focus on educating managers and staff. Conducts job evaluations, job reviews, and salary administration as well as maintenance of related HRIS requests. Completes salary surveys to benchmark and analyze market competitiveness, identify emerging trends and best practices, and report on findings of specific Total Rewards programs. Provides fiscally responsible recommendations within approved budgets, financial processes and policies and salary management guidelines. Communicates results of job reviews decisions in meetings involving union representation. Provides guidance and advice to departmental leaders with regards to job evaluation, market bench-marking and classification of exempt and unionized positions. Solves disputes through effective relationship building, investigation, decision-making, influencing and negotiating with HR Advisors, HR Partners and managers. Acts as a university representative at stakeholder/user group meetings, committees, and special project task forces as required. Show less Specializing in technical, analytical, and consultative support for the delivery of compensation and job evaluation programs and practices. Subject matter expert in the interpretation, communication, and education of the various comprehensive Total Rewards programs and practices for all university staff groups, with a focus on compensation and job evaluation. Provides superior day-to-day client service relating to compensation practices with a strong focus on educating managers and staff.… Show more Specializing in technical, analytical, and consultative support for the delivery of compensation and job evaluation programs and practices. Subject matter expert in the interpretation, communication, and education of the various comprehensive Total Rewards programs and practices for all university staff groups, with a focus on compensation and job evaluation. Provides superior day-to-day client service relating to compensation practices with a strong focus on educating managers and staff. Conducts job evaluations, job reviews, and salary administration as well as maintenance of related HRIS requests. Completes salary surveys to benchmark and analyze market competitiveness, identify emerging trends and best practices, and report on findings of specific Total Rewards programs. Provides fiscally responsible recommendations within approved budgets, financial processes and policies and salary management guidelines. Communicates results of job reviews decisions in meetings involving union representation. Provides guidance and advice to departmental leaders with regards to job evaluation, market bench-marking and classification of exempt and unionized positions. Solves disputes through effective relationship building, investigation, decision-making, influencing and negotiating with HR Advisors, HR Partners and managers. Acts as a university representative at stakeholder/user group meetings, committees, and special project task forces as required. Show less

Pension and Benefits Advisor

• Feb 2016 - Sep 2017

Focuses on providing exceptional client services, supporting employees through individual issues and questions relating to pension, benefits and retirement. Acts as liaison and client advocate between employees and third party providers, where necessary. Interprets guidelines, procedures, policies, and practices, while developing and maintaining strong client relations with sensitive and personal information. • Orientations for new employees on pension and benefits options. • One-on-one… Show more Focuses on providing exceptional client services, supporting employees through individual issues and questions relating to pension, benefits and retirement. Acts as liaison and client advocate between employees and third party providers, where necessary. Interprets guidelines, procedures, policies, and practices, while developing and maintaining strong client relations with sensitive and personal information. • Orientations for new employees on pension and benefits options. • One-on-one support and counsel to retiring employees by assisting employees with questions, and providing pension estimates. • Benefits and Retirement projections and analyses.

Compensation Advisor

• Jun 2014 - Feb 2016

Provides consultative compensation support and recommendations to business leaders. Researches and analyzes market data to ensure a competitive compensation approach related to the attraction and retention of employees. Interprets and summarizes data, and provides modelling for specific business needs. Performs job analysis and evaluation and provides compensation recommendations for existing and prospective employees. Administers the planning, delivery and completion of annual salary and… Show more Provides consultative compensation support and recommendations to business leaders. Researches and analyzes market data to ensure a competitive compensation approach related to the attraction and retention of employees. Interprets and summarizes data, and provides modelling for specific business needs. Performs job analysis and evaluation and provides compensation recommendations for existing and prospective employees. Administers the planning, delivery and completion of annual salary and incentive programs. Assists in and makes recommendations for revisions to compensation policies and programs to support new and ongoing business activities. Interacts with internal compensation networks to ensure alignment with new and ongoing compensation initiatives, as well as external networks to ensure a current pulse on market trends. •Review, improve and integrate current compensation processes, ensuring alignment with other HR processes. •Review and recommend compensation items to be brought forward in bargaining with employee association to ensure a holistic approach to wage schedules and progressions in employer/association agreement. •Project member on ATCO wide compression analysis, assessing in-scope to out-of-scope roles, as well as identifying pain points within current salary structures.

HR/Payroll Analyst

• 2008 - Jun 2014

Full-cycle payroll, previously sitting in the Accounting and Finance department, duties in that department included account analysis and accounts receivable. Transferred into Human Resources department, worked on a large scale HRIS/Payroll implementation project spanning 2 years, and duties now include (as well as full-cycle payroll) metrics, HRIS management, disability management, administering compensation programs, administering seasonal employment programs, benefits and pension… Show more Full-cycle payroll, previously sitting in the Accounting and Finance department, duties in that department included account analysis and accounts receivable. Transferred into Human Resources department, worked on a large scale HRIS/Payroll implementation project spanning 2 years, and duties now include (as well as full-cycle payroll) metrics, HRIS management, disability management, administering compensation programs, administering seasonal employment programs, benefits and pension administration, business planning support, other projects, etc. Show less Full-cycle payroll, previously sitting in the Accounting and Finance department, duties in that department included account analysis and accounts receivable. Transferred into Human Resources department, worked on a large scale HRIS/Payroll implementation project spanning 2 years, and duties now include (as well as full-cycle payroll) metrics, HRIS management, disability management, administering compensation programs, administering seasonal employment programs, benefits and pension… Show more Full-cycle payroll, previously sitting in the Accounting and Finance department, duties in that department included account analysis and accounts receivable. Transferred into Human Resources department, worked on a large scale HRIS/Payroll implementation project spanning 2 years, and duties now include (as well as full-cycle payroll) metrics, HRIS management, disability management, administering compensation programs, administering seasonal employment programs, benefits and pension administration, business planning support, other projects, etc. Show less

Oracle HRIS Implementation

• 2008 - 2009

Payroll Administrator

• 2006 - 2008

Full cycle payroll using Ceridian Insync systems as well as uploading month-end (and adjusting entries) into JD Edwards DOS based accounting system. Payroll consisted of 500+ hourly unionized employees for Alberta, British Columbia and Manitoba with standard rates, premium rates, union dues, shift differentials, etc. Also aided in implementation of new pay system for bus drivers to help ensure proper pay. Full cycle payroll using Ceridian Insync systems as well as uploading month-end (and adjusting entries) into JD Edwards DOS based accounting system. Payroll consisted of 500+ hourly unionized employees for Alberta, British Columbia and Manitoba with standard rates, premium rates, union dues, shift differentials, etc. Also aided in implementation of new pay system for bus drivers to help ensure proper pay.

Junior Accountant

• 2006 - 2006

full-cycle A/P and A/R, as well as full-cycle payroll. Experience with ADP for payroll. full-cycle A/P and A/R, as well as full-cycle payroll. Experience with ADP for payroll.

Office Administrator

• Mar 2004 - 2006

Office management for landscaping construction. Maintained filing, answered phones, processed payroll for 50+ hourly employees, full cycle A/P and A/R, as well as year end financials. I was contracted out every other Friday as well to process payroll, A/P, A/R and other financials to Kensington Florist. Office management for landscaping construction. Maintained filing, answered phones, processed payroll for 50+ hourly employees, full cycle A/P and A/R, as well as year end financials. I was contracted out every other Friday as well to process payroll, A/P, A/R and other financials to Kensington Florist.