Senior Manager

Overview

The Senior Manager of Compensation is a strategic leader responsible for developing a comprehensive compensation strategy that aligns employee rewards with results that support the organization’s objectives. The compensation program enables the organization to attract, reward, and retain top talent for a North American workforce (US and Canada).

• Lead the development and execution of the company’s compensation strategy.
• Oversee the design and administration of base pay, incentive and commission plans across all employee levels.
• Drive the design, communication and continuous improvement of compensation, recognition and other programs.
• Lead the management of all employee benefit programs, including evaluation and recommendation of changes to improve cost effectiveness, employee satisfaction and engagement.
• Lead the analysis of compensation, providing regular reports and data‑driven insights to stakeholders.
• Bring knowledge of regulatory requirements to ensure compliance with relevant laws and regulations, ensuring compliance with all applicable labor laws including wage and hour, ERISA and ACA, Provincial Employment Standards (including Quebec).
• Support the North American payroll teams, ensuring all employees across North America are paid in accordance with federal, state, provincial laws and best practices.
• Stay up to date with changes in wage and hour regulations and implement necessary adjustments in payroll processes.

Planning, assigning, and directing work; coaching and appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.

• Deep knowledge of compensation principles, practices and trends.
• Proven ability to design and implement incentive programs that support organizational goals.
• Strong business acumen and understanding of the financial impact of reward programs.
• Knowledge of laws and regulations governing compensation and benefit programs.
• Strong written and oral communication skills with the ability to influence at all levels of the organization.
• Ability to work effectively within a team environment.
• Strategic thinker with results‑oriented approach.
• Demonstrated proficiency with Microsoft Office products including Word, Excel and Outlook; experience using Human Resources Information Systems.
• Ability to professionally handle confidential material and associated issues.
• Demonstrated proficiency of quantitative principles in compensation and job analysis.
• Strong leadership ability and experience navigating a complex matrix organization.

• Bachelor’s degree in Human Resources, Business Administration, Finance or related field; or commensurate years of experience.
• Minimum of six years of progressive experience in total rewards, compensation or benefits management with at least three years of leadership experience.
• Strong ability to analyze and interpret compensation data and present actionable insights to leadership.
• Proven track record of ensuring compliance through regular audits and addressing discrepancies proactively.
• Demonstrated ability to manage benefit providers, payroll systems, and compensation vendors.
• Strong project management skills.

• Master’s degree or relevant professional certifications (e.g., CCP, CEBS).
• Experience designing and implementing compensation programs in Canada and the USA.
• Familiarity with rolling out or optimizing HRIS and compensation tools.
• Knowledge of stock options, restricted stock units (RSUs), or other equity offerings.
• Knowledge of cross‑border tax considerations in compensation for employees working between the US and Canada.
• Experience with data visualization tools such as Tableau or Power BI.
• Familiarity with union-specific compensation administration.
• Knowledge of ERISA, HIPAA, COBRA and emerging regulatory issues.
• Experience with construction payroll practices, especially prevailing wage.

$120,000 – $160,000 (DOE)

• Must be able to communicate effectively, including seeing, hearing, speaking, and writing clearly.
• Manual dexterity required for occasional reaching, lifting of light office objects, and operating office equipment.

• Office environment is clean, orderly, properly lighted, and ventilated.
• Noise levels are considered low to moderate.

Director

Full‑time

Sales, General Business, and Education

Wireless Services, Telecommunications, and Communications Equipment Manufacturing