Senior Analyst Compensation

Position:

Senior Analyst - Compensation (Global)

Location:

Toronto East (On-site)

Salary:

$90K to $105K

Job Type:

Permanent

We are looking to hire a strategic and analytical Senior Analyst - Compensation (Global) for great manufacturing client located in the east end of Toronto. The ideal candidate should possess strong experience in designing and rolling out global/multi-regional compensation programs, including job architecture, and rewards strategy. They will bring hands‑on expertise in job evaluation, compensation benchmarking, incentive plan administration, and pay equity initiatives, with the ability to translate complex data into practical recommendations.

Key Responsibilities:

Lead the administration and ongoing enhancement of the organization's global compensation programs, ensuring alignment with market competitiveness, internal equity, pay transparency, and business objectives.

Manage global job architecture and job evaluation processes using Mercer's IPE methodology, ensuring consistent role classification, grading, career level alignment, salary structures, and compensation frameworks across all regions.

Administer and support the design of incentive compensation programs for sales, management, and leadership populations, including compensation modelling, payout calculations, forecasting, governance, and program documentation.

Partner with HR Business Partners and business leaders to assess new, evolving, and existing roles, provide job evaluation and grading recommendations, and ensure consistent compensation practices globally.

Lead the operational execution of annual compensation review cycles, including merit increases, salary adjustments, data preparation, system administration, calibration activities, communications, and implementation support.

Conduct market pricing, compensation benchmarking, and competitive pay analyses using survey data and external market intelligence to support fair and informed compensation decisions across multiple countries.

Monitor compensation trends, salary movement data, regulatory developments, and pay transparency requirements to ensure compensation programs remain compliant and competitive.

Support annual workforce planning and compensation budgeting activities through financial modelling, forecasting, and scenario analysis in partnership with Finance.

Perform pay equity reviews and contribute to initiatives that promote equitable, transparent, and consistent compensation practices across the organization.

Maintain the accuracy and integrity of compensation data within BambooHR and related systems, ensuring employee compensation records, job structures, grades, and salary bands are up to date.

Collaborate with HRIS, Payroll, Finance, and other stakeholders to support compensation-related reporting, system integrations, data governance, and future compensation technology initiatives.

Requirements:

Bachelor's degree in Human Resources, Business Administration, Finance, Economics, or a related discipline.

3-6 years of progressive experience in compensation, total rewards, or HR consulting, preferably supporting global or multi-country organizations.

Strong knowledge and hands‑on experience with Mercer's IPE job evaluation methodology, job architecture frameworks, and compensation survey tools; experience with incentive compensation programs is an asset.

Advanced proficiency in Microsoft Excel, including complex formulas, pivot tables, Power Query, compensation modelling, and data analysis.

Experience working with HRIS platforms, with BambooHR experience considered an advantage.

Strong analytical and problem‑solving abilities with the capability to interpret complex datasets and provide meaningful compensation insights and recommendations.

Solid understanding of compensation program design, market benchmarking, pay equity principles, compensation-related legislation, and evolving global pay transparency requirements.

Exceptional attention to detail and a high degree of confidentiality when handling sensitive compensation and employee information.

Strong communication and stakeholder management skills, with the ability to clearly explain compensation concepts and recommendations to leaders and employees.

Proven ability to manage multiple priorities, work effectively in a fast‑paced environment, and build collaborative relationships across HR, Finance, Payroll, and business leadership teams.

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