Job Description

OVERVIEW:
JOB PURPOSE:


The Manager, Total Rewards (\xe2\x80\x9cthe Manager\xe2\x80\x9d) leads the Total Rewards function for the Law Society of Ontario.

The Manager designs, leads, manages, and operates all aspects of Rewards policy, programs and processes including Job Evaluation, Salary Ranges, Salary Surveys and market intelligence, Salary
Administration (new hire, people movement, annual salary review, termination), Group Benefits, DC Pension and Group RRSP, Recognition programs, Leaves of Absences, Flexibility Programs and Disability management. Requires deep and broad knowledge of Reward program design and operations with communications and employee materials rounding out the Total Rewards Centre of Expertise.

As an essential member of the HR Management team, the Manager collaborates on the design, build and operation of an effective HR strategy and function delivering effective HR services and an engaging employee experience.


QUALIFICATIONS REQUIRED:

• A CHRP/CHRL designation and a university degree in business, human resources management or related field.
• Other post graduate training and specialized designations such as the CCP or CEBS designations are important assets.
• Equivalent knowledge and capability from suitable combination of other formal education and practical work experience may be considered.
• A minimum of 10 years\xe2\x80\x99 related HR and rewards center of expertise experience working in a dynamic, change oriented, consultative human resources environment is required of which a minimum of 5 years is in a management capacity leading a comparable rewards function.
• Strong general business acumen.
• Solid understanding of Ontario employment related legislation, Human Resource Management, Rewards programs and effective HR services delivery.
• Knowledge of current trends and developments in Rewards and their practical application in a regulatory environment.
• Knowledge of best practices and experience with:
  
  • General Business practices.
  • People Management
  • Job design and workforce planning
  • Employment
  • Salary benchmarking and administration
  • Benefits and Pension plans
  • Leaves of Absence and Disability Management
  • Job Evaluation
  • Termination management
  • Recognition
  • Change Management and Organizational Design initiatives
• Proven Rewards function leader and manager.
• Proven Rewards program designer, leader, and operator.
• Resilient to shifting priorities - able to prioritize and organize time/resources to deliver consistent results and bring initiatives to successful completion.
• Strong critical thinking skills and ability to diagnose and problem solve.
• Ability to influence at all levels with superior written, verbal, presentation, relationship, and stakeholder management skills.
• Ability to communicate with people that have varying levels of people management expertise.
• Proven ability to work effectively on a team, providing guidance and support to other team members.
• Service oriented - recognizes the importance of internal clients and external members.
• Works independently with high attention to detail and confidentiality.
• Knowledge and experience with Rewards systems including pension and benefit vendor systems and related integration.
• Strong capabilities in Microsoft Outlook, MS office suite, especially Word, and PowerPoint.
• Expert Excel capabilities enabling financial modelling of salary planning scenarios and Salary decisions.
• Strong capabilities with rewards related data management, reporting and HRIS systems.
• Ceridian Dayforce experience is an asset.

KEY ACCOUNTABILITIES:
Client / Customer Service Planning

• 
  Responsible for researching, benchmarking, developing and operating the Law Society\xe2\x80\x99s rewards programs including: the RFP selection of advisors and service providers; the design of an equitable, engaging and market-competitive rewards offering; enhanced and simplified job evaluation and descriptions; on-market salary ranges; and the creation of HRIS-driven processes focused on accuracy, simplicity, automation and self-service.
• Work closely with the Director, Human Resources and the HR Systems team on the design and operation of the HR function, including the reengineering and continuous improvement of all people transaction processes.
• Ensures that reward policies and procedures are up-to-date and compliant with legislative requirements, reflect best practices, and are in keeping with the Law Society\xe2\x80\x99s policy and positioning regarding diversity, equity and inclusion in the workplace.

Client / Customer Service Delivery

• 
  
  Implements and operates all rewards programs and systems with a focus on advancing employee value proposition, engagement and success.
• 
  Provides guidance and expertise to HR, client leaders, the Specialists in the Rewards Center of Expertise, and others on related issues.
• 
  Develops and maintains programs, systems, guidance and related learning materials.
• 
  Ensures that recommendations and operations are integrated with the rest of HR and are consistent with best practices and Law Society strategic directions and that equity, diversity and inclusion needs and initiatives are considered and met within policies and practices.

People Leadership

• 
  Hires, trains, manages, develops, and evaluates the employees reporting to the Manager.
• Contributes to the overall management and development of the HR team.
• Assigns work/projects ensuring timelines and deliverables are achieved.
• Encourages cross-training within the team to achieve readily available back up for all functions and timely support for client groups.
• Provides specific advice, interpretation and guidance to client managers and employees on rewards matters within the context of corporate direction, legislative compliance, Law Society policy and practice, and best human resources practices.
• Shares expertise with individuals and groups throughout the organization ranging from individual professional support and advice to the delivery of training and communication sessions for employee groups.
• Acts as an expert resource, educator and implementer of rewards programs and services for the Law Society.

Financial Responsibility

• 
  The actions of the Manager directly and indirectly guide and support one of the largest expenditures of the Law Society (people cost) and affect the engagement of leaders, managers and employees and the quality of the employee base which directly connects to the operating and financial performance of the Society.
• Determines the financial and people resource needs for rewards operations and for relevant HR programs and projects.
• Provides input to the overall HR budget.
• Forecasts rewards expenditures.
• Negotiates with service providers and manages vendor relationships.
• Reviews annual vendor performance and fees to ensure contract deliverables and performance metrics are met.
• Ensures compliance with applicable security, privacy and employment legislation, policy and protocols established by the Law Society.

Policy Development

• 
  Develops and implements policies, programs, and procedures related to effective rewards practices linked with the Law Society\xe2\x80\x99s goals and ensures that policies and processes are consistently applied to achieve the fair application of processes and to limit the liability of the Law Society.
• Anticipates and monitors legislative changes which may impact reward policy and practice.
• Recommends and ensures effective documentation, implementation, and communication of change.

Special Projects / Initiatives

• 
  
  Initiates and manages a wide variety of special projects with management and employees related to rewards and broader human resources initiatives.
• 
  Conducts ongoing assessments and realignment of initiatives to meet short and long-term organizational goals.

WORKING ARRANGEMENT:
The Law Society has introduced a Distributed Workforce Model to leverage flexibility and agility, and to maximize employee productivity and engagement. Work arrangements will be determined by role and departmental requirements. The working arrangement for this position has been classified as hybrid, where the employee will regularly flex their work location between home and office. The specific application of this will be communicated to applicants contacted during the recruitment process.

ACCOMMODATION:
The Law Society of Ontario values and respects diversity. We are committed to creating an accessible, barrier-free and inclusive workplace in compliance with the Accessibility for Ontarians with Disabilities Act (AODA). Please make any requirement you may have for accommodation during the recruitment process known when contacted. If you are unable to apply to this position due to the requirement for an accommodation of any kind, please email us at hr@lso.ca or call 416-947-3438.