Department: People & Organizational Effectiveness
Reports to: Vice President, People & Organizational Effectiveness
Location: Adaptable
The Manager, Total Compensation, is responsible for developing, implementing and governing enterprise compensation strategy. This role ensures compensation programs are competitive, equitable, financially sustainable and aligned with organizational objectives.
As the organization's subject matter expert for compensation, the Manager provides strategic advice to executives, business leaders and HR Business Partners on compensation design, market competitiveness, job evaluation and pay governance. The role partners closely with Shared Services, Finance and business leaders to support organizational growth, workforce planning and business performance.
This position focuses on strategy, governance and program design rather than payroll administration.
Key Responsibilities Develop and maintain the organization's compensation philosophy.
Design compensation programs that support business strategy and organizational objectives.
Review and recommend salary structures, pay ranges and compensation frameworks.
Evaluate emerging compensation trends and recommend enhancements.
Support executive compensation recommendations.
Job Architecture & Organizational Design Develop and maintain the enterprise job architecture.
Lead job evaluation activities using a consistent methodology.
Ensure internal equity across all functions.
Partner with Organizational Development on organizational design initiatives.
Support workforce planning through role classification and position benchmarking.
Compensation Programs Lead the design,



governance and continuous improvement of:
Salary administration
Incentive plans
Short-term incentive programs
Long-term incentive programs
Vehicle allowance programs
Recognition programs (where applicable)
Conduct market benchmarking and compensation surveys.
Provide recommendations regarding competitive positioning.
Maintain relationships with compensation survey providers.
Benefits Strategy In partnership with benefit providers and Shared Services:
Evaluate benefit plan competitiveness.
Recommend plan enhancements.
Support retirement program strategy.
Participate in vendor reviews and renewals.
Governance & Compliance Ensure compliance with employment legislation and pay equity requirements.
Develop compensation policies and standards.
Support internal and external audits.
Analytics & Reporting Develop executive reporting related to:
Salary positioning
Internal equity
Compensation costs
Workforce trends
Compensation analytics
Provide recommendations supported by data and business insight.
Business Partnership Partner with:
HR Business Partners
Finance
Shared Services
Talent Acquisition
Organizational Development
Business leaders
Provide strategic consultation regarding:
Hiring offers
Promotions
Organizational restructures




Market adjustments
Retention strategies
Executive compensation
Workforce planning
Leadership Responsibilities Influence senior leaders through expert advice.
Establish compensation governance across the organization.
Build strong partnerships across all business functions.
Qualifications Education Bachelor's degree in Human Resources, Business Administration, Finance or a related discipline.
Certified Compensation Professional (CCP) designation is considered an asset.
Experience Seven to ten years of progressive compensation experience.
Strong background in market pricing and job evaluation.
Experience supporting executive compensation.
Experience within a large, multi-site organization is preferred.
Transportation, logistics or federally regulated experience is considered an asset.
Knowledge & Skills Job architecture
Salary administration
Benefits strategy
Financial analysis
Workforce planning
Data analytics
HR legislation
Executive communication
Influence and relationship management
Success Measures The Manager, Total Compensation will be successful when they:
Maintain a competitive and sustainable compensation framework.
Improve internal pay equity and governance.
Deliver accurate and timely market intelligence.
Support strategic workforce planning through robust job architecture.
Provide trusted compensation advice to leaders.
Enhance the employee value proposition through effective compensation and benefits programs.
Deliver meaningful analytics that support business decisions.

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📌 Compensation Benefits Manager (Manitoba)
🏢 Leading
📍 Manitoba