Manager Compensation and Classification

Work Area: 
Compensation and Classification
Base Site: 
Hornby Street
Regular Full Time
Job Category: 
Management/Non Union
As per the current Public Health Orders (Long Term Care/Seniors Assisted Living Provincial Health Order and the Health Sector Order), as of October 26, 2021, all employees working for Providence Health Care must be fully vaccinated against COVID-19. Proof of vaccination status will be required.


Reporting to the Director, People & HR Partnerships, the Manager, Compensation & Classification, provides leadership, expert advice and counsel on the organizational-wide management of compensation and classification systems for all Providence Health Care (PHC) employee groups (i.e., non-contract, union). The Manager provides day-to-day operational leadership, guidance and supervision to a team of compensation and classification professionals and monitors budget and related resources. Provides expertise, recommends and implements solutions to PHC’s compensation and classification issues; and ensures consistency and standardization of service delivery standards, administrative processes and guidelines, and contract interpretation. Leads the planning and oversees implementation of major compensation/classification related projects and initiatives.

Collaborates with other Managers and Directors within the People department team to ensure an integrated and seamless service delivery model. Represents PHC’s interest on various internal and external committees and builds strong working partnerships with key internal and external stakeholders. Facilitates consensus with HEABC, other Health Authorities and Unions as well as other organizations on industry or PHC compensation/classification issues.


Comprehensive knowledge of classification/job evaluation systems.
Demonstrated knowledge of collective agreements, applicable legislation and regulations.
Ability to provide leadership, supervision, coaching and advice to others.
Ability to organize work of self, identifying and managing multiple and complex priorities, meet deadlines, and work under pressure with minimum supervision.
Excellent interpersonal, oral and written communication skills.
Effective mediation, facilitation and negotiation skills.
Demonstrated team building skills.
Effective in leading change processes and supporting others, facing significant change.
Ability to work effectively, independently and in collaboration with others.
Ability to deal with others effectively, at all levels of the organization.
Demonstrated ability to identify, analyze, and resolve complex problems.
Demonstrated ability to utilize a customer service approach to staff and clients.
Demonstrated ability to operate related office equipment and computer programs.
Physical ability to perform the duties of the position.


Baccalaureate degree in a related field plus seven (7) to ten (10) years of recent, related and progressively senior work experience within a unionized environment, preferably in healthcare, or an equivalent combination of education, training and experience.


Manages the day-to-day operations of the compensation and classification team by providing leadership to team members through supervision, guidance, orientation and coaching. Facilitates resolutions to work issues. Assesses and monitors resource allocation within team and coordinates priorities and reviews status to ensure effective service delivery. Assists team members to define shared and individual goals, meet target dates and ensure alignment of team goals with client needs and the People strategies. Fosters team spirit and cooperation.

Provides leadership to the wider People Services department in compensation and classification by developing strategies and implementing new or revised processes to provide service to clients in meeting their business needs. Commits to supporting an integrated and seamless service delivery model by partnering and collaborating with other People department members.

Oversees the implementation of new or revised compensation and classification systems and plans to ensure PHC meets its collective agreement and/or industry obligations.

Provides guidance, technical advice and supports effective compensation and classification practices and processes, including grievance management, interpretation and implementation of bargaining or arbitration decisions, job classification, compensation and benefits and employment terms and conditions for non-contract staff. Provides input and advice on workflow and design of organizational structure.

Ensures consistency and standardization of practice and contract interpretation, adherence to industry best practices, and compliance with collective agreements, arbitration decisions and industry standards for terms and conditions of employment to minimize and mitigate organizational risk.

Represents the team in the resolution of escalated matters. Authorizes settlements and compensation/pay resolutions within established limits.

Represents PHC internally/externally for compensation and classification issues (may delegate to other team member as appropriate), advocates the interests of PHC, and collaborates with PHC partners, the employers association, other health care organizations and provincial union representatives in discussions and/or negotiations.

Provides PHC representation, leadership or guidance on a variety of internal and external committees, meetings or working groups.

Works in collaboration with departments such as HR Partnership Services. Workforce Planning & Data Analytics, Finance, Leadership & Development and Employee Records and Benefits, PeopleSoft Sustainment and Payroll to identify, develop and implement new and revised processes such as reviewing and maximizing PeopleSoft modules and databases, identifying information systems requirements, and looking for opportunities to consolidate and maximize consistency.

Works with Director to develop and evaluate the overall goals, objectives and operations of the team to support the People strategy.

Recruits and hires staff by identifying vacancies, interviewing applicants, and making hiring decisions in collaboration with Director; investigating work and staff issues; and clarifying roles, outlining expectations, and evaluating individual and team performance. Coordinates and monitors requests for vacation, leaves of absences, and sick time.

Carries an assigned (limited) compensation/classification advisor portfolio for designated client groups.

Provides input to the Director in the planning and resource allocation for the Compensation & Classification team budget; monitors and authorizes expenditures.

Maintains awareness of current trends, issues or related changes or developments in the industry. Leads in the preparation or prepares business cases, briefs, and research and discussion papers on Compensation & Classification topics and initiatives.

Performs other related duties as required.