Compensation Consultant - (Temporary - 12 months)

Company: CGL
Department: Human Resources
Employment Type: Temporary Full-Time (12 months)
Work Model: Hybrid
Language: This role operates in English.
Additional Information: This/these role(s) is/are currently vacant

We are a leading Canadian financial services co-operative committed to being a catalyst for a sustainable and resilient society and our team is essential to deliver on this strategy.  That’s why we prioritize our people, to ensure we provide a strong culture and development opportunities which enables our team to thrive and to live our purpose.  The best part is that you will work with people that care passionately about you, our clients and our communities.

Our national Human Resources team aspires to enable a culture where our company and its employees excel. We think innovatively and strategically to solve business problems and strive for operational efficiency and simplicity in the employee experience with HR. We take a proactive approach to preparing for the future by creating agile and flexible programs to remain competitive in attracting and retaining top talent.

As the Compensation Consultant you will provide input, analysis, support and recommendations for Sales plans and programs.   The role focuses on designing and implementing competitive Sales Compensation plans

The role focuses on the research, analysis, design, development, communication, administration and implementation of integrated Sales Compensation policies, programs, processes and tools that align with and support our Compensation Philosophy and Business Strategy.

• Provide sales compensation support and solutions to business partners on sales compensation topics, restructures and systemic issues, including identifying gaps and providing new solutions.
• Administer quarterly and annual sales incentive calculations
• Conduct market research and data analysis as required to support sales compensation programs, projects and other inquiries from the business
• Assist with reviews and analysis to ensure sales employees have the appropriate pay mix, are meaningful and motivating rewarding pay for performance
• Facilitating and recommending communication and collaboration actions, tools and activities to effectively support the implementation of compensation changes.
• Complete job evaluations to drive better job design and organization design through standardization and levelling approaches

• You have an innovative mindset to improve operational efficiencies and ability to influence change, with a primary focus on client needs.
• You use critical thinking skills to recognize assumptions, evaluate arguments, draw conclusions and proactively propose solutions.
• You have strong communication skills to clearly convey messages and explore diverse points of view.
• You build trusting relationships and provide guidance to support the development of colleagues.

• You have 3–5 years of experience in Compensation, Sales Compensation, HR, or other relevant business areas.
• You have a post-secondary degree in Business Administration, Commerce, Psychology, Sociology or a related discipline.
• You have experience working with compensation or incentive plans.
• You understand business metrics, financial drivers, and can work confidently with data.
• You’re proficient in Excel (formulas, data analysis, reporting).
• You have, or are working toward, HR or Compensation designations (CHRP/CCP are considered assets).

You will be subject to a Background check as a condition of employment, in the event you are the successful candidate.

• Training and development opportunities to grow your career.
• Flexible work options to support personal and family needs.
• A holistic approach to your well-being, with physical and mental health programs and a supportive workplace culture.
• Volunteer opportunities to give back to your community.

Expected salary $72,847.00 to $121,411.00 

The salary amount for the successful candidate is determined by Co-operators in its discretion and will vary depending on several criteria including but not limited to: local market conditions, geography and relevant job-related factors such as knowledge, skills, qualification, experience and education.​ 

Employees may also have the opportunity to participate in incentive programs and earn additional compensation tied to individual and/or business performance, or other business metrics.

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