Compensation Consultant

Staff - Non Union

Job Category

M&P - Excluded M&P

Job Profile

XMP - Human Resources, Level C

Job Title

Compensation Consultant

Department

Compensation | Total Compensation | Central Human Resources

Compensation Range

$8,087.08 - $12,117.08 CAD Monthly

The Compensation Range is the span between the minimum and maximum base salary for a position. The midpoint of the range is approximately halfway between the minimum and the maximum and represents an employee that possesses full job knowledge, qualifications and experience for the position. In the normal course, employees will be hired, transferred or promoted between the minimum and midpoint of the salary range for a job.

Posting End Date

September 8, 2026

Note: Applications will be accepted until 11:59 PM on the Posting End Date.

Job End Date

Ongoing

 

 

This position is expected to be filled by promotion/reassignment and is included here to inform you of its vacancy at the University.

At UBC, we believe that attracting and sustaining a diverse workforce is key to the successful pursuit of excellence in research, innovation, and learning for all faculty, staff and students. Our commitment to employment equity helps achieve inclusion and fairness, brings rich diversity to UBC as a workplace, and creates the necessary conditions for a rewarding career. 

Job Summary
The Compensation unit has responsibilities in job evaluation, salary costing and administration, bargaining costing and data reporting, market surveys, and reward and recognition initiatives. The unit is also responsible for interpreting and administrating language governing job evaluation and salary administration in collective agreements and handbooks.

The Compensation Consultant is responsible for administering bulk compensation for faculty and staff, including overseeing the annual faculty increase programs for the university. The position is responsible for understanding and interpreting compensation data and resolving anomalies. For faculty compensation, the Compensation Consultant partners with Faculty Relations related to anomalies prior to the commencement of each faculty increase cycle.

In addition, the Compensation Consultant leads Compensation-related reporting activities, including leading projects to enhance reporting efficiencies, and providing guidance to other team members on bargaining costing and data reporting.

Organizational Status
Reports to the Senior Manager, Compensation, with a dotted line report to the Director, Faculty Relations. Collaborates with Dean's Offices, the Office of the Provost and Vice-President Academic, distributed Human Resources colleagues and Faculty Relations regarding faculty salary administration activities.

Partners with HR OpEx, the ISC and other central units in the development of reports and dashboards and in the implementation of staff increases. Provides guidance to other Compensation team members on reporting, data and system needs.

Acts as the central operational resource for faculty compensation programs and annual salary administration processes.

Work Performed

• Oversees annual and cyclical salary processes for faculty and staff in accordance with university policies, collective agreements, guidelines, and approved salary programs.
• Performs data analysis and data-cleaning activities. Investigates discrepancies and unusual compensation outcomes, and works to resolve issues.
• Identifies exceptions, risks, or anomalies in faculty appointment and compensation data and escalates matters requiring policy interpretation, labour relations guidance, or other specialized HR review to Faculty Relations.
• Manages timelines, communications, and information requests associated with faculty salary administration processes, ensuring all required approvals and documentation are obtained.
• Serves as the primary point of contact for Dean's Offices and other academic units on matters related to faculty compensation. Responds to enquiries and resolves issues in accordance to the collective agreement, policies, and guidelines.
• Prepares reports and analyses for senior academic leaders and Human Resources to support compensation decision-making.
• Evaluates existing business processes and leads projects to enhance efficiency, accuracy, user experience, and data integrity. Partners with other departments to implement process changes and system enhancements.
• Provides guidance on modelling methodology, bargaining costing and data reporting.
• Performs other responsibilities as required.
  

Consequence of Error/Judgement
The position is responsible for the accurate administration of compensation programs affecting the university's staff and faculty population, including academic leadership.

 

Errors may have significant financial, contractual, reputational and operational implications. Judgment is required to interpret complex faculty appointment information, assess data quality, determine appropriate corrective actions, and prioritize competing deadlines. The incumbent exercises discretion when dealing with confidential and sensitive compensation information.

Supervision Received
Reports to the Senior Manager, Compensation, with a dotted line report to the Director, Faculty Relations.

Works under general supervision within established policies, procedures, collective agreements, and program guidelines. Work is reviewed for the quality of methods, management of projects, professional judgement and for comprehensiveness.

Supervision Given
Does not manage staff. Provides functional guidance and training to broader community members who participate in faculty salary administration activities. May provide direction to Compensation Associates to resolve staff compensation records. Serves as the senior data analyst who provides guidance on data modelling, bargaining costing and data reporting.

Minimum Qualifications
Undergraduate degree in a relevant discipline. Minimum of five to seven years of related experience, or the equivalent combination of education and experience.

- Willingness to respect diverse perspectives, including perspectives in conflict with one’s own

- Demonstrates a commitment to enhancing one’s own awareness, knowledge, and skills related to equity, diversity, and inclusion

Preferred Qualifications

• Knowledge of compensation administration principles and salary management processes.
• Knowledge of academic appointment structures, faculty ranks, and university administrative practices is preferred.
• Strong analytical skills with the ability to review, interpret, and validate complex data sets.
• Demonstrated ability to manage large-scale administrative processes involving distributed HR professionals and strict timelines.
• Strong organizational skills and attention to detail with a high degree of accuracy.
• Excellent written and verbal communication skills, including the ability to work effectively with senior academic and administrative leaders.
• Ability to exercise sound judgment when handling confidential and sensitive information.
• Ability to work independently, manage competing priorities, and meet deadlines in a service-oriented environment.
• Continuous improvement mindset with the ability to identify process efficiencies and implement enhancements.
• Proficiency with Workday, reporting tools, and Microsoft Office applications, particularly Excel.