SUMMARY The Compensation Specialist is the administrator responsible for designing, implementing, maintaining, and monitoring all compensation programs and initiatives at Erb Transport Limited. This is a strategic and operational role that ensures Erb’s compensation practices are competitive, compliant with federal legislation, internally equitable, and aligned with organizational objectives.

The Compensation

Specialist reports directly to the Director of Human Resources and partners with all departments to manage wage and salary administration across eight terminals and approximately 1,200 employees. PRIMARY RESPONSIBILITIES

Compensation Strategy & Planning Support the development and continuous improvement of Erb's compensation philosophy, ensuring alignment with organizational objectives, market competitiveness, internal equity, employee engagement, and financial sustainability.

Conduct market research and salary benchmarking using compensation surveys, industry databases, and labor market trends to evaluate pay competitiveness and provide compensation recommendations.

Develop, maintain, and evaluate job architecture, salary grade structures, compensation bands, and position classifications to ensure consistency and equitable pay practices across the organization.

Design and support compensation programs, including retention incentives, specialty pay, sign-on bonuses, and performance-based compensation initiatives where appropriate.

Participate in annual compensation planning, salary structure reviews, and departmental budgeting to ensure compensation programs remain competitive and fiscally responsible.

Salary Administration &

Compensation Analysis Administer compensation for new hires, promotions, transfers, acting assignments, and merit increases, ensuring consistency with company policies and internal equity.

Prepare compensation recommendations and support offer development in partnership with Recruitment Supervisor, ensuring all compensation decisions are appropriately reviewed, approved, and documented.





Maintain accurate compensation data, salary grades, and pay structures within the HRIS (Dayforce), while ensuring data integrity and reporting accuracy.

Develop and maintain compensation analysis tools, salary matrices, dashboards, and reports to monitor compensation trends, budget performance, and workforce metrics.

Analyze compensation expenditures, identify trends and opportunities, and provide regular reporting and recommendations to HR leadership. Compliance &

Compensation Governance Ensure compensation programs and practices comply with all applicable federal and provincial employment legislation, including pay equity, employment standards, overtime, and minimum wage requirements.

Conduct pay equity reviews and compensation audits, identify potential inequities, and recommend corrective actions where necessary.

Develop, maintain, and update compensation policies, procedures, and salary administration guidelines to support consistent decision-making across the organization.

Support the administration and implementation of compensation provisions contained within collective agreements, where applicable, ensuring negotiated wage adjustments are accurately applied. Strategic HR Partnership & Reporting Partner with Recruitment Supervisor, Employee Relations Partners, Finance, and business leaders to provide market-informed compensation guidance for recruitment, retention, promotions, organizational changes, and workforce planning.

Provide compensation analysis to support employee career progression, organizational restructuring, and talent retention strategies.

Prepare executive-level reports, dashboards,



and presentations outlining compensation trends, market analysis, budget impacts, and workforce insights to support strategic decision-making.

Monitor and analyze compensation metrics, market trends, turnover, and pay equity data, providing recommendations to enhance the organization's ability to attract, retain, and reward top talent. REQUIREMENTS/QUALIFICATIONS Bachelor's degree in Human Resources, Business Administration, Finance, or a related field, or an equivalent combination of education and experience.

Minimum of 3 years of experience in compensation, total rewards, payroll, HR analytics, or a related human resources function.

Professional designation such as CCP, PHR/CPHR, or a commitment to obtain one is considered an asset.

Strong knowledge of compensation principles, salary benchmarking, job evaluation, pay equity, and applicable federal and provincial employment legislation.

Advanced proficiency in Microsoft Excel, including data analysis, reporting, and compensation modelling, with experience using HRIS platforms such as Dayforce/Ceridian preferred.

Demonstrated analytical, problem-solving, and organizational skills with the ability to interpret complex data and provide actionable recommendations.

Excellent communication and interpersonal skills, with the ability to effectively present compensation information to leaders, managers, and employees.

Experience supporting compensation programs within a federally regulated environment, transportation or logistics industry, unionized workplace, or multi-location organization is considered an asset.

Experience with business intelligence and reporting tools such as Power BI, Tableau, or SQL is considered an asset.

Bilingualism (English/French) is considered an asset, particularly for supporting operations across Quebec WORKING CONDITIONS Full time position, working 40 hours per week.

Primarily office-based with regular computer and desk work.

Occasional travel to other company locations as required.

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