Manager, Compensation This is a unique opportunity to contribute to a high-impact provincial initiative that supports fair, equitable, and consistent compensation practices across school districts. You will be part of a team-oriented team working to drive meaningful change and strengthen job evaluation and compensation frameworks at a system-wide level.
For this newly created position, the BC Public School Employers’ Association is seeking an experienced and collaborative professional to provide leadership, subject‑matter expertise, and operation oversight in support of a provincial joint job evaluation initiative and related compensation program. Reporting to the Director, Compensation, the Manager, Compensation ensures consistent, compliant and defensible compensation and classification outcomes across the K‑12 public education sector.
The Manager, Compensation position operates within a complex, unionized public‑sector environment and supports partner engagement, governance requirements, and the effective delivery of compensation services.
Responsibilities
Providing strategic compensation advice and recommendations to support organizational and sector‑wide decision‑making.
Providing expert advice and guidance to school districts on a broad range of compensation matters, including job evaluation, classification, organizational design, and workforce structure considerations.
Building and maintaining effective working relationships with school districts, unions, and internal partners, demonstrating confidentiality, sound judgment, and diplomacy.
Serving as a subject matter expert to support collective bargaining and collective agreement administration pertaining to compensation, job evaluation, and total rewards.
Interpreting and applying compensation policies,



frameworks, and standards to ensure consistent application and compliance across school districts.
Managing ongoing salary administration activities, including market reviews and compensation benchmarking and salary increase processes ensuring consistency and policy compliance.
Leading and supporting ongoing job evaluations and reviews to ensure appropriate job classification and compensation alignment.
Coordinating and supporting Executive Compensation Disclosure (ECD) reporting requirements, and providing LIGER‑related guidance and issue resolution for school districts.
Supporting interpretation and application of support staff collective agreements and exempt staff compensation provisions related to job evaluation and classification.
Conducting compensation and classification analysis to identify trends, issues and risks;

preparing briefing materials and recommendations.
Providing leadership and oversight for operational components of the provincial joint job evaluation project, in alignment with approved methodologies and governance decisions.
Managing job evaluation activities, ensuring consistent and equitable application of evaluation standards across participating districts.
Reviewing and validating job evaluation analyses, recommendations, and documentation prior to approval.
Assisting in managing job evaluation disputes, escalations and appeal processes,



as required.
Contributing to the development of tools, guidance materials, communications, and training related to the joint job evaluation initiative.
Conducting job evaluations through systematic analysis of job descriptions, questionnaires, and related documentation using approved evaluation tools.
Supporting and participating in broader compensation initiatives, projects and team activities as assigned.
Education and experience The Manager, Compensation possesses a Bachelor’s degree in Business Administration, Commerce, Human Resources, or a related field. They have five or more years of progressively responsible experience in compensation and/or job evaluation within a public‑sector unionized environment, and two or more years of labour relations experience. Experience leading or supporting large‑scale, multi‑employer job evaluation or compensation initiatives is an asset. Certified Compensation Professional (CCP) or related designation is also an asset.
Ideal candidate will bring
Advanced knowledge of compensation and job evaluation principles and practices.
Knowledge of collective bargaining environments and public‑sector compensation governance.
Knowledge of relevant employment and labour legislation.
Strong leadership and project management skills.
Excellent analytical, research, and problem‑solving abilities.
High proficiency in Microsoft Excel for data analysis and reporting.
Highly developed written and verbal communication skills.
Ability to plan strategically while managing complex operational work.
Strong partner management skills with a commitment to high‑quality service delivery.
Competitive Compensatio

📌 Manager, Compensation (Vancouver)
🏢 BC Public School Employers’ Association
📍 Vancouver