Senior Manager, Compensation – People & Culture

Radio-Canada

. Lead a team of two Senior Specialists in the governance, strategic design, implementation, and continuous improvement of total compensation programs .

Posted 10/26/2026full-timeMontreal • CanadaSeniorWebsite

Core Competencies

Role fit

Core Competencies

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Demonstrates advanced expertise in compensation design, governance, and administration, with a strong focus on pay equity legislation and job evaluation methodologies. Proven ability to lead teams, influence stakeholders, and ensure compliance with Access to Information and Privacy regulations.

Highest-signal resume keywords

Compensation DesignPay Equity LegislationJob Evaluation MethodologiesBilingual in French and EnglishTeam Leadership

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills

Compensation GovernanceMarket Salary SurveysSalary PlanningJob Evaluation PlansPay Scale ReviewsAnalytical CapabilityNegotiation SkillsDiplomacyCommunication SkillsCross-Functional Partnerships

Soft Skills

Sound JudgmentInfluencing StakeholdersCoachingMentoring

Tools & Technologies

Workday

Certifications & Qualifications

CCPCHRL

Industry Keywords

Human Resources ManagementPublic SectorUnionized EnvironmentTotal Rewards ModelAccess to Information and Privacy

About the role

Key responsibilities & impact

Lead a team of two Senior Specialists in the governance, strategic design, implementation, and continuous improvement of total compensation programs
Establish, review, and evolve corporate compensation standards, policies, and methodologies
Lead annual salary planning, external market benchmarking, and pay scale reviews
Develop, implement, and monitor job evaluation plans
Research internal and external market practices and recommend pay structures, models, and policy updates
Participate in implementing the Pay Equity Plan with unions, leadership, and external consultants
Oversee mandatory five-year Pay Equity Audits and coordinate with union representatives and joint committees
Provide compensation input for collective bargaining negotiations
Partner with HRIS and HR Services teams to optimize Workday workflows and data efficiency
Collaborate with Benefits and Pension teams on an integrated Total Rewards model and employee communications
Lead the People & Culture Access to Information and Privacy (ATIP) portfolio
Coordinate responses to ATIP, Privy Council Office, Statistics Canada, and other government or regulatory requests
Provide guidance to HR Business Partners and Talent Acquisition leads on compensation and ATIP compliance
Direct, coach, and mentor two Senior Specialists
Oversee daily workload and specialized compensation projects
Serve as the go-to resource when the Senior Director, Total Compensation is unavailable

Requirements

What you’ll need

Bachelor’s degree in Human Resources Management, Business Administration, Industrial Relations, or a related field
8 to 10 years of progressive HR experience
At least 5 years dedicated to compensation design, governance, and administration
Minimum 2 to 3 years of experience directly managing, supervising, or mentoring direct reports or project teams
Proven experience in a complex, unionized public, Crown, or private sector environment strongly preferred
Fully bilingual in French and English, written and spoken, is mandatory
Advanced expertise in base pay design, job evaluation methodologies, market salary surveys, and federal pay equity legislation
Strong working knowledge of Access to Information and Privacy regulations and governance principles within the public sector context is an asset
Superior analytical capability and sound judgment
Excellent negotiation, diplomacy, and communication skills
Ability to build cross-functional partnerships and influence senior executive stakeholders
CCP or CHRL designation is an asset
Candidates may be subject to skills and knowledge testing
Successful candidates must complete a mandatory criminal record check; other background checks may apply

Benefits

Comp & perks

Hybrid work arrangement with work schedule discussed according to department guidelines
Permanent employment
Equal opportunity and inclusive workplace
Accommodation support during the recruitment process
Background check process for advancing candidates