Senior Director, Total Rewards

Job Description

In collaboration with the Chief Human Resources Officer, the person in this role is responsible for the organization's entire total rewards portfolio, including compensation, benefits, pension plans for both unionized and non-unionized employees, as well as all compensation-related regulatory disclosures required of a publicly traded company.

This strategic leadership role is responsible for developing, maintaining, and governing equitable and competitive total rewards programs aligned with business objectives. The incumbent contributes directly to talent attraction, retention, and engagement by designing compensation structures that support the organization’s strategic plan and evolving business context.

Responsibilities

• Develop and maintain competitive total rewards programs tailored to the organization’s various employee groups, while balancing market best practices and financial sustainability.
• Act as a trusted advisor and strategic partner to leaders, HR business partners, and the Talent Acquisition team on compensation and rewards matters.
• Ensure governance and continuous improvement of compensation policies and practices, aligned with Human Resources Committee expectations.
• Monitor market trends, analyze internal equity, identify gaps, and recommend proactive compensation adjustments.
• Lead pay equity programs and compliance initiatives across Quebec and Canada.
• Develop salary increase recommendations and present compensation budgets for Human Resources Committee approval.
• Oversee group insurance plans, including governance, renewals, vendor relationships, and ongoing program effectiveness.
• Govern pension plans for both unionized and non-unionized employee groups, including facilitating governance and performance review committees.
• Manage the employee share purchase program.
• Design, administer, and govern short-term and long-term incentive plans, including executive compensation programs.
• Support Labour Relations teams during collective bargaining negotiations by providing compensation analyses and recommendations.
• Oversee executive compensation disclosure requirements for the annual proxy circular.
• Lead the development and deployment of employee wellness initiatives that promote overall health, work-life balance, and engagement.
• Serve as a leader who positively influences organizational culture through a human, inclusive, and strategic approach to total rewards while fostering the development of team members.

Qualifications

• Bachelor’s degree in Business Administration, Human Resources, Industrial Relations, Actuarial Science, or a related field.
• Minimum of 10 to 15 years of experience in a similar leadership role, with recognized expertise in total rewards.
• Mandatory experience in publicly traded organizations, including in-depth knowledge of executive compensation disclosure requirements.
• Strong expertise in complex compensation programs, including long-term incentive plans, pension plans, executive compensation, and benefits governance.
• Experience working in a unionized environment is considered an asset.

Skills and Competencies

• Proven leadership with the ability to inspire, mobilize, coach, and develop high-performing teams.
• Proactive and intellectually curious, with a strong understanding of market trends and innovative compensation practices.
• Excellent analytical, communication, and strategic influencing skills.
• Strong business acumen with the ability to assess risk and recommend effective solutions.
• Collaborative mindset with a demonstrated ability to build partnerships across all levels of the organization.
• Creativity, agility, open-mindedness, and strong listening skills.
• High degree of autonomy, rigor, diplomacy, discretion, and professionalism.
• Advanced analytical and numerical skills, including strong proficiency with Excel and compensation analysis tools.
• Ability to manage multiple large-scale initiatives simultaneously in a dynamic and evolving environment.
• High level of comfort navigating change and organizational transformation.
• Strong influencing skills and executive presence.
• Oral and written fluency in French and English. *A good knowledge of French is required for positions in Quebec. The incumbent will be required to communicate and collaborate frequently in English, both orally and in writing, with colleagues, customers, and other stakeholders in Quebec, the rest of Canada, and internationally.

Additional Information

#LI-ÉL1

Artificial intelligence tools are used to analyze applications, whether to sort or preselect profiles based on criteria related to job requirements. All applications are then reviewed by our recruitment team to ensure a fair and inclusive process.

Employment Equity

At Transat, we foster an environment where inclusiveness, respect and equity reign. We endeavour to build a workforce that reflects the diversity of our customers as well as the communities to which we travel. We encourage women, members of visible minorities, ethnic minorities, aboriginal peoples as well as people with disabilities to submit their candidacy. Transat will accommodate people with disabilities throughout the recruitment and selection process. If you require an accommodation, please contact us in order to work together in meeting adequately your needs.