Manager Compensation

Description

Reporting to the Senior Manager Compensation, the Manager Compensation leads the day-to-day operations and execution of Purolator’s compensation programs. This role oversees a team of compensation professionals and ensures the accurate, compliant, and timely delivery of annual and ongoing compensation activities across the organization. As part of our One Team culture, this position partners closely with HR and business leaders to promote equitable, transparent, and market-aligned compensation practices that support our people and business strategy.

Responsibilities

• Lead and support the compensation team in delivering operational excellence across all compensation programs.
• Oversee execution of annual compensation cycles, including merit increases, AIP, bonus programs, and related processes.
• Manage operational components of the LTIP program, including eligibility, forfeitures, vendor coordination, vesting, settlements, dividends, and grants.
• Support preparation of compensation materials for executive leadership and Board reporting.
• Lead participation in compensation surveys and market benchmarking activities to ensure competitiveness and internal equity.
• Oversee job evaluation frameworks and job architecture governance to ensure consistency and alignment with organizational design.
• Maintain salary structures, compensation data integrity, and system updates in partnership with HRIS teams.
• Provide guidance to HR and business leaders to support fair and equitable compensation decisions.
• Collaborate with external vendors, consultants, and auditors as required.
• Drive continuous process improvements, strengthen internal controls, and enhance operational efficiency.
• Ensure compliance with applicable legislation, policies, and governance requirements.

Education

• University degree in Business, Human Resources, Commerce, or a related field, or an equivalent combination of education and relevant experience.

Experience

• Approximately 7+ years of progressive compensation experience, including leadership experience managing or mentoring professionals.
• Experience leading annual compensation cycles (e.g., merit, AIP, bonus).
• Experience administering incentive programs, including AIP and/or LTIP.
• Experience overseeing job evaluation frameworks and job architecture governance.
• Strong analytical capability, including advanced Excel skills and compensation modeling.
• Experience working with HRIS systems (e.g., SuccessFactors or equivalent).
• CCP designation considered an asset; support for continued professional development is available.

Key Competencies

• Collaborative leadership style aligned with our One Team values.
• Strong attention to detail and commitment to accuracy and accountability.
• Clear and effective communication skills, with the ability to explain complex concepts accessibly.
• Sound judgment and decision-making skills in complex or high-priority situations.
• Ability to build trust and navigate sensitive conversations with professionalism and respect.
• Adaptability and resilience in evolving environments while maintaining team engagement.
• High integrity and discretion when handling confidential information.