The Baycrest Corporate Centre for Geriatric Care
has an exciting opportunity for a
Manager, Total Rewards and Human Resources
Human Resources
Posting Number: 10180
Position Type: Full Time
Shift Type: Day
Bi-Weekly Hours: 70 hours
Union: Non-Union
Date Posted: August 18, 2026
Internal Closing Date: August 26, 2026
About Us
The Baycrest Corporate Centre for Geriatric Care (BCCGC) serves as the corporate head office for the Baycrest Seniors Care family of companies, supporting our hospital, long-term care home, research centre, education programs and residential living communities. As the administrative and organizational hub of a system fully dedicated to aging and brain health, BCCGC brings people, our shared values and system-wide services together to strengthen care and experiences for older adults.
Grounded in the values of being inclusive, collaborative, ambitious, respectful and excellent, BCCGC fosters an environment where teams thrive and collaboration drives success. From enterprise planning to day-to-day operational support, BCCGC helps ensure the Baycrest vision — a world where every older person lives with purpose, fulfilment and dignity — comes to life.
Job Summary
Reporting to the Director, HR Shared Services, the Manager, Total Rewards and Human Resources is responsible for the leadership, administration, and continuous improvement of Baycrest's compensation, benefits, pension, job evaluation, pay equity, and total rewards programs. The role serves as the organization's subject matter expert in compensation and total rewards, ensuring programs are competitive, equitable, fiscally responsible, and compliant with legislative and regulatory requirements.
The Manager provides strategic guidance and analytical support related to compensation, workforce planning, organizational effectiveness, and total rewards, while leading HR projects and initiatives that support organizational and people priorities.
Key Responsibilities
- Compensation and Total Rewards
- Leads the design, implementation, administration, and continuous improvement of Baycrest's compensation and total rewards programs.
- Manages annual compensation review processes, including economic increases, salary structure reviews, compensation adjustments, and related communications.
- Provides expert advice and recommendations on compensation matters including recruitment, promotions, transfers, reclassifications, acting assignments, retention strategies, and internal equity.
- Develops and maintains compensation policies, salary administration practices, salary structures, compensation frameworks, and governance processes.
- Conducts market pricing, benchmarking, and compensation analyses utilizing healthcare and broader market survey data.
- Coordinates the organization's participation in compensation surveys and monitors market trends and emerging compensation practices.
- Develops costing analyses and business cases to support salary recommendations, workforce planning, compensation decisions, and collective bargaining activities.
- Leads preparation and reporting requirements related to Public Sector Salary Disclosure.
- Provides strategic advice and recommendations on total rewards programs that support attraction, retention, engagement, and workforce sustainability.
- Job Evaluation and Organizational Design
- Leads the administration and continuous improvement of the organization's job evaluation program.
- Evaluates new and existing positions to ensure equitable and consistent application of job classifications, salary bands, and organizational structures.
- Develops, reviews, and maintains job descriptions, role profiles, job families, career pathways, and classification structures.
- Provides consultation and recommendations regarding organizational design, reporting structures, role alignment, and position management.
- Ensures consistent and defensible application of job evaluation methodologies across the organization.
- Maintains records and documentation related to job evaluation, organizational structure, and classification decisions.
- Pay Equity and Compliance
- Supports the organization's Pay Equity maintenance program for unionized and non-union employee groups.
- Conducts pay equity analyses, monitoring, reporting, and compliance activities.
- Ensures compensation and total rewards programs comply with applicable legislation, collective agreements, and organizational policies.
- Monitors legislative and regulatory changes impacting compensation, benefits, and total rewards programs and recommends required changes.
- Supports internal and external audits related to compensation, benefits, and pay equity programs.
- Benefits, Pension and Wellness Programs
- Leads the administration and continuous improvement of employee benefits, pension, and wellness programs.
- Manages relationships with benefits carriers, pension providers, consultants, and third-party vendors.
- Leads annual benefits renewal processes and evaluates program performance, utilization, costs, and employee experience.
- Provides recommendations regarding benefit and pension plan design, service delivery, and cost management.
- Resolves complex employee and management inquiries related to benefits and pension programs.
- Develops and maintains employee communications and educational materials related to total rewards programs.
- Partners with the broader Human Resources team, Payroll, and Finance to ensure effective program administration and reporting.
- Human Resources Projects and Organizational Effectiveness
- Leads and participates in Human Resources and organizational projects aligned with strategic and operational priorities.
- Provides compensation and workforce analytics to support workforce planning, retention strategies, succession planning, and organizational effectiveness initiatives.
- Develops workforce dashboards, metrics, and reports to support leadership decision-making.
- Identifies opportunities for process improvement and operational efficiencies related to total rewards and Human Resources programs.
- Partners with Human Resources leaders to support employee experience, change management, and organizational initiatives.
- Leadership and Relationship Management
- Provides leadership, coaching, mentoring, and performance management to assigned staff.
- Acts as a trusted advisor to leaders and Human Resources colleagues on compensation, organizational design, and total rewards matters.
- Builds productive working relationships with leaders, employees, unions, and stakeholders throughout the organization.
- Establishes and maintains relationships with external healthcare organizations, professional associations, consultants, and service providers to remain current on best practices and industry trends.
- Promotes a culture of service excellence, accountability, collaboration, and continuous improvement.
- Performs cross-functional and other duties as assigned and required.
Who You Are
- An analytical, strategic and solutions-oriented professional with strong business acumen.
- An exceptional communicator who can translate complex information into clear, practical recommendations.
- A strong relationship builder who establishes credibility and works effectively with stakeholders at all levels.
- A confident consultant, facilitator and influencer who can navigate complex and sensitive conversations.
- Highly organized with the ability to manage multiple priorities, competing deadlines and evolving demands.
- Detail-oriented and committed to accuracy, quality and continuous improvement.
- A creative problem solver who identifies opportunities to improve processes, service delivery, operational efficiency and employee experience.
- Comfortable analyzing data, market intelligence and trends to inform recommendations and support sound decision-making.
- Experienced in managing confidential and sensitive information with discretion and professionalism.
- A strong project manager who can take initiatives from concept through implementation.
- Able to exercise sound judgment and balance organizational priorities, employee experience, legislative requirements and financial considerations.
- Knowledgeable in interpreting and applying collective agreement provisions and relevant legislation.
- Able to navigate complex compensation, pay equity, benefits, pension and job evaluation matters.
- A strategic thinker who understands how Total Rewards can support attraction, retention, engagement and long-term workforce sustainability.
- Committed to delivering a positive, responsive and trusted HR service experience for employees and leaders.
Qualifications
- University degree in Human Resources, Business Administration, Commerce, or a related discipline.
- CHRP designation preferred
- CCP (Certified Compensation Professional), CEBS (Certified Employee Benefits Specialist), or equivalent designation preferred.
- Minimum seven (7) years of progressive Human Resources experience.
- Minimum five (5) years of experience in compensation, job evaluation, salary administration, and total rewards.
- Demonstrated experience managing employee benefits and pension programs.
- Demonstrated experience with pay equity maintenance and legislative compliance.
- Experience with compensation benchmarking, salary surveys, and workforce analytics.
- Experience leading HR projects and organizational initiatives.
- Experience in a healthcare and/or unionized environment preferred.
- Demonstrated leadership and people management experience.
- Advanced proficiency in Microsoft Office applications, particularly Excel.
- Experience with Human Resource Information Systems (HRIS), reporting, and analytics tools.
Compensation
At Baycrest, we take pride in ensuring our compensation structure is internally equitable and compliant with pay equity legislation. We believe compensation should be transparent, equitable, and reflective of your experience and growth. Our salary ranges are structured to support progression, from learning the role to demonstrating full proficiency.
The salary range for this position is $102,072 to $127,590 per year.
Your placement within the target hiring range will depend on your job-related knowledge, skills, abilities, and relevant education and experience, as well as considerations such as market conditions and internal equity. The starting salary will be determined using these factors to ensure fairness and consistency across the organization.
