Senior Manager, Compensation (People & Culture) (Hybrid/Telework)

Position Title:

Senior Manager, Compensation (People & Culture) (Hybrid/Telework)

Status of Employment:

Permanent

Position Language Requirement:

English, French

Language Skills:

English (Reading - C - Advanced), English (Speaking - C - Advanced), English (Writing - B - Intermediate), French (Reading - C - Advanced), French (Speaking - C - Advanced), French (Writing - B - Intermediate)

Work at CBC/Radio-Canada

At CBC/Radio-Canada, we create content that informs, entertains and connects Canadians on multiple platforms. Our successes and accomplishments are driven by embodying and upholding values, which include creativity, integrity, inclusiveness and relevance. 
 
Do you think you have the ability and drive to keep up with this exciting, ever-changing industry? Whether it be in front of the camera, on air, online or behind the scenes, you would be joining a team that thrives on making connections and telling stories that are important to Canadians.

Unposting Date:

2026-09-24 11:59 PM

This role is a hybrid work arrangement. Work schedule to be discussed with the Hiring Manager according to the guidelines defined by the department.

Role Purpose:

Reporting to the Senior Director, Total Compensation, the Senior Manager, Total Compensation leads a team of two Senior Specialists in the governance, strategic design, implementation, and continuous improvement of CBC/Radio-Canada's core total compensation and associated programs. Serving as an operational leader, this role ensures robust compensation governance, provides expert advisory services across Human Resources and Industrial Relations, and leads the functional oversight of the People and Culture Access to Information and Privacy (ATIP) portfolio.

Key Responsibilities:

Compensation Governance, Strategy & Program Management

• Establish, review, and evolve corporate standards, policies, and methodologies for all compensation-related programs across the Corporation (including market benchmarking, pay structures, job evaluations, and salary reviews).

• Lead the annual salary planning (merit review) cycle, external market benchmarking studies, and comprehensive pay scale reviews.

• Develop, implement, and monitor job evaluation plans to ensure regulatory compliance, process efficiency, and alignment with corporate benchmarks.

• Conduct regular and specialized research into internal and external market practices; develop revised pay structures, models, and policy recommendations for senior leadership.

• Recommend and implement updates to compensation and related policies to maintain the Corporation’s target competitive market position while ensuring full regulatory compliance and alignment with the corporate strategy.

Pay Equity & Union Collaboration

• Participate in the implementation of the Corporation’s Pay Equity Plan in close collaboration with unions, leadership, and external consultants.

• Oversee and conduct mandatory 5-year Pay Equity Audits in accordance with federal regulations, coordinating directly with union representatives and joint committees.

• Provide strategic compensation input and recommendations for collective bargaining negotiations; provide support  to the Total Compensation expert representative at the bargaining table when required.

Strategic Partnerships & System Optimization

• Partner with HRIS and HR Services teams in the continuous enhancement and optimization of HR Information Systems (Workday), identifying opportunities to streamline workflows and improve data efficiency.

• Collaborate with the Benefits and Pension teams to foster a unified Total Rewards model and deliver clear, compelling Total Rewards employee communications.

• Maintain an integrated HR approach, partnering closely with Talent Management & OD, Industrial Relations, HR Services, and HR Business Partners to ensure cohesive client service delivery.

ATIP & Regulatory Portfolio Oversight

• Lead the Access to Information and Privacy (ATIP) portfolio for People & Culture, serving as the primary liaison with the corporate ATIP office and external governing bodies.

• Manage and coordinate all People & Culture responses to ATIP, Privy Council Office, Statistics Canada, and other government/regulatory requests, ensuring accurate and timely delivery.

• Provide functional guidance, coaching, and subject-matter expertise to HR Business Partners and Talent Acquisition leads on compensation frameworks and ATIP compliance principles.

Team Leadership & Operational Oversight

• Direct, coach, and mentor a team of two Senior Specialists, establishing clear performance goals, providing developmental feedback, and fostering high team engagement.

• Oversee the team’s daily workload to ensure high-quality, compliant execution of specialized compensation projects, advisory services, and continuous process improvements.

• Influence and collaborate across People & Culture to promote process efficiency and operational productivity linked to Total Rewards and ATIP programs.

• Go to resource when the Senior Director, Total Compensation is unavailable.

Qualifications, Experience & Skills:

Education & Experience

• Education: Bachelor’s degree in Human Resources Management, Business Administration, Industrial Relations, or a related field (Master’s degree preferred).

• Professional Experience: 8 to 10 years of progressive HR experience, with at least 5 years dedicated to compensation design, governance, and administration.

• Leadership Experience: Minimum 2 to 3 years of experience directly managing, supervising, or mentoring direct reports or project teams.

• Environment: Proven experience working within a complex, unionized public, Crown or private sector environment is strongly preferred.

• Certifications: CCP (Certified Compensation Professional) or CHRL (Certified Human Resources Leader) designation is an asset.

Knowledge & Skills

• Bilingualism: Fully bilingual in French and English (written and spoken) is mandatory.

• Compensation Expertise: Advanced expertise in base pay design, job evaluation methodologies, market salary surveys, and federal pay equity legislation.

• ATIP & Privacy Knowledge: Strong working knowledge of Access to Information and Privacy regulations and governance principles within the public sector context is an asset.

• Critical Thinking & Decision-Making: Superior analytical capability and sound judgment to resolve complex, precedent-setting issues while balancing business needs with policy compliance.

• Interpersonal & Strategic Communication: Excellent negotiation, diplomacy, and communication skills with a demonstrated ability to build strong cross-functional partnerships and influence senior executive stakeholders.

Candidates may be subject to skills and knowledge testing.
 

We thank all applicants for their interest, but only candidates selected for an interview will be contacted.

As part of our recruitment process, candidates who advance to the next

step will be asked to complete a background check. This includes:  

• A mandatory Criminal record check. 

• Other background checks may be conducted based on the operational requirements of the position.

CBC/Radio-Canada is committed to being a leader in reflecting our country’s diversity. That’s because we can only create and tell the stories that connect Canadians, by having a workforce that mirrors the ever-changing makeup of our country. That’s why we, as an employer, value equal opportunity and nurture an inclusive workplace where our individual differences are not only recognized and valued, but also extend to and pervade all the services we provide as Canada’s public broadcaster. For more information, visit the Diversity and Inclusion section of our website. If you have accommodation needs at this stage of the recruitment process, please inform us as soon as possible by sending an e-mail to [email protected].
 
You are invited to consult and familiarize yourself with our Code of Conduct, which can be found on our corporate website. All employees must adhere to the Code as a condition of employment. We also invite you to take a look at our policy on conflicts of interest. In the event that you become an employee, it will be important to inform us, as quickly as possible, of any situation that, because of your hiring, constitutes or could appear to constitute a conflict of interest.

Primary Location:

1000, Rue Papineau, Montreal, Quebec, H2K 0C2

Number of Openings:

1

Work Schedule:

Full time