Job Description

JOB INFORMATION
Requisition ID: 6922
Number of Vacancies: 1
Department: Talent Management (20001209) - Talent Management (30000064)
Salary Information: $99,717.80 - $124,724.60
Pay Scale Group: 10SA
Employment Type: Temporary up to May 2024
Weekly Hours: 35 Off Days: Saturday and Sunday Shift: Day
Posted On: January 5, 2023
Last Day to Apply: January 11, 2023
Reports to: Manager, Talent Management


The Toronto Transit Commission (TTC) is North America\'s third largest transit system and has been recognized as one of the top places to work in the GTA. Guided by a forward-thinking strategic plan, the TTC\'s vision is to be a transit system that makes Toronto proud. The TTC\'s recruitment efforts are directly aligned to its mission of providing "a reliable, efficient, and integrated bus, streetcar and subway system that draws its high standards of customer care from our rich traditions of safety, service and courtesy."

General Accountability

The Senior Compensation Consultant provides senior advisory and analytical expertise for compensation initiatives, managing projects, work streams and oversees assigned portfolio in Operations groups. The position performs or supports job description writing, job evaluation, salary administration and workforce change requests (WCR); coaches and mentors by directing on day-to-day activities and responsibilities. Identifies and acts on needs for overall continuous improvement and required efficiencies towards the betterment of compensation practices, processes, reporting and records management. Working with managers and colleagues inside and outside of Talent Management, facilitates, advises and executes implementation processes, approvals and work streams related to job design/redesign and changes to organizational structure and reviews. Identifies and addresses impacts to position design, job grade alignment and position management administration and escalates to Talent Acquisitions Manager and/or Director identifying risks and recommendations to systemic and situational concerns. Leads and/or engages in new/special initiatives and projects particularly in the area of inclusive job design either under project team direction or by recognizing needs and advising on changing requirements, proposing, contributing and implementing solutions. Educates, communicates and partners with relevant parties and stakeholders addressing shared work and interdependencies for the greater good. Provides procedural and process support to further develop, maintain and ensure integration of changes impacting compensation systems such as SAP, HRIS and other related systems. Solves ad-hoc to complex compensation issues inside and outside of policy and seeks direction from manager/Director on precedent setting and/or exceptional solutions that represent risk and systemic impact. Participates in Talent Management section projects/initiatives and/or Culture and Diversity Unit work to develop and/or affect improvement that results in overall advancements. Provides technical support to Employee Relations staff for negotiations, grievances, arbitrations etc. including data collection, analysis and costing and supports the annual non-union Employee Performance Appraisal (EPA) program as required.

Key Job Functions

• Makes sound organization structure and design recommendations within their assigned portfolio and reviews and recommends the approval of Workforce Change Requests (WCR) submitted by assigned portfolio departments.
• Partners with business leaders, to identify business needs. Reviews, assesses, and provides guidance and consultation to all proposed and revised organization structures by suggesting alternate jobs and/or organizational designs where required to meet goals and objectives of TTC departments prior to recruitment initiation.
• Follows through to ensure that approved requests are implemented (i.e., org structure changes, additional positions, new job codes, retro-pay issued, etc.), partnering with appropriate parties.
• Works with the Senior Compensation Project Manager on inclusive job design to understand changes to job content as well as key union stakeholders to explain the proposed changes (e.g., EDI) and the downstream impact of what is being proposed. Creates a plan in terms of how best to move forward and assists with the resolution of differences between the Union and Department regarding job description content.
• Proactively translates new concepts and principles (e.g., EDI) into job design/job documentation and other related tools, methodologies and approaches to ensure all work is up-to-date and reflects the new current state
• Act as subject matter expert on job evaluation programs for union and non-union positions, including providing expert level knowledge of job evaluation tools as well as direction and guidance to others on interpretation and application. Challenges jobs against the framework as they emerge for evaluation, comparing each job\xe2\x80\x99s worth in relation to others.
• Conducts meetings with Senior Management staff and Union Board Members regarding reviews and/or establishing new Local 113, Local 2 and Lodge 235 jobs as required.
• Works with Compensation Consultants and Employee Relations staff in dealing with grievances and arbitrations arising from disputes over job duties, requirements, etc. and recommends solutions to problems as appropriate.
• Leads and /or undertakes a variety of compensation research responsibilities within their assigned portfolio, analyzes trends and makes recommendations.

Key Job Functions continued

• Coordinates and/or researches, compiles, analyses, costs and presents a variety of information (e.g., tool/clothing allowances, COLA language, wage rate comparisons, etc.) for use in collective bargaining.
• Conducts salary/wage administration and policy administration support for all non-union staff and unionized employees, as applicable within their assigned portfolio:
• Strategically partners with appropriate parties to understand issues and make recommendations:
• Drives continuous improvement, identifying process inefficiencies and ensuring ongoing developmental/maintenance support for HRIS, SAP and other related compensation systems and ensuring effective records management:
• Participates in section projects related to compensation, org design and/or performance management, utilizing effective project management skills to ensure projects are delivered within the required timelines:
• Lead and advises others with respect to compensation, including identifying compensation-related problems, understanding the impacts of business decisions (compression, policies), staying abreast of current trends in the marketplace, and recommending solutions.
• Responsible for treating passengers and/or employees with respect and dignity and ensuring the needs of passengers or employees with disabilities are accommodated and/or addressed (within their area of responsibility) in accordance with the Ontario Human Rights Code and Related Orders so that they can fully benefit from the TIC as a service-provider and an employer.
• Participation in the TTC Customer Service Ambassador Program.

Skills

• Demonstrate specialized expertise and knowledge in the assigned field
• Use office technology, software and applications
• Counsel, advise, and coach in the relevant discipline
• Engage in organizational development
• Gather information and conduct research

Education and Experience

• University degree, or College Diploma in a related discipline, OR a combination of education, training, and several years of progressively responsible compensation experience deemed to be equivalent. Previous experience in a unionized environment is a strong asset.
• A certified Human Resources Professional designation is also an asset.

Additional Requirements

• Comprehensive knowledge of principles and practices relating to organizational design combined with a thorough awareness of the relationship of compensation administration to related human resources functions such as recruitment, training and employee relations;
• In-depth knowledge of job evaluation and salary/wage administration principles, concepts, procedures and practices;
• Thorough familiarity with compensation issues and legislation affecting areas of responsibility;
• Experience in the development, implementation, and usage of an HRIS system such as SAP, Oracle, or similar;
• Sound knowledge of research methods and techniques;
• Well-developed analytical, problem-solving and interpersonal skills; tact; and sound judgement;
• Strong communication, presentation and project management skills are essential;
• Strong computing skills, including MS Word, PowerPoint, and Excel for statistical analysis and presentations;
• Demonstrated ability to work cooperatively and collaboratively with others;
• Must have or rapidly acquire a comprehensive knowledge of the Ontario Human Rights Code and Related Orders including disability accommodation and accessibility requirements pertaining to passengers and employees.

The TTC is committed to upholding the values of equity, diversity, anti-racism and inclusion in the delivery of its services and in its workplaces. The TTC is committed to fostering a diverse workforce that is representative of the communities it serves at all levels of the organization, and supports an inclusive environment where diverse employee and community perspectives and experiences bring value to the organization. The TTC encourages applications from all applicants, including members of groups with historical and/or current barriers to equity, including but not limited to, Indigenous, Black and racialized groups, people with disabilities, women and people from the LGBTQ(IA+) community. The TTC values and supports an inclusive and barrier-free recruitment and selection process. Accommodations for applicants are available upon request throughout the recruitment and selection process, including for those who identify as having a disability. Please contact Talent Management at (416) 393-4570. Any information received related to an accommodation will be addressed confidentially.
The TTC\xe2\x80\x99s policy prohibits relatives of current TTC employees from being hired, assigned, transferred or promoted into positions, where there is a conflict of interest due to a relationship. Should you be selected for an interview, you will be required to disclose the name, relationship and position of any relative who is a current TTC employee.
We thank all applicants for their interest but advise only those selected for an interview will be contacted.