Addressed pay competitiveness issues through market benchmarking to increase retention and attract qualified candidates.
Advised key stakeholders on financial impacts and potential cascading effects on employees, including but not limited to grandfather clause and red circle.
Spearheaded the design of labour wage scale for Warehouse Associates and Truck Drivers, addressed pay equity issues, and balanced seniority with merit.
Redesigned the pay scale for Management, Operations, Inventory, Logistics, Finance & IT, Customer Experience, Sales & Business Development, and Human Resources staff to increase the connection between performance and pay.
Proposed summer team bonus to drive productivity during peak season.
Rebuilt job descriptions that better resonated with business needs through job analysis.
Realigned performance review metrics, job evaluation points and compensation grid with job descriptions and business priorities, connecting individual performance and pay to business performance while ensuring employees are appropriately measured on their jobs.
Coached managers through conversation with impacted employees.
Training and Advising
Updated pay grids based on approved structural changes and advised managers on their applications.
Provided continuous training to managers on time and pay policy changes.
Coached managers to consider relevant influencing factors in their pay-related decision-making, including but not limited to performance, seniority, and qualification.
Administered base compensation, annual merit increases, and promotion pay increase for salary employees based on established bands and steps.
Administered bonus and commission structures for applicable salary positions.
Administered base wage, wage progression, premiums application and removal, and promotion pay increase for hourly employees based on the established labour wage scale.
Implemented an improved benefits plan that lowered the cost for business and reduced liabilities without drastically affecting employee entitlement.
Advised leadership on findings from quarterly reports and annual renewals.
Administered benefits enrollment and status changes.
Completed monthly statement reconciliation and employee deductions.
Payroll and HRIS Management
Provided oversight and acted as backup administrator for bi-weekly payroll and year-end.
Acted as the verifier for garnishments, deductions, pay compliance, averaging agreement applications, allowances and reimbursements, monthly commissions, statutory holidays and hours worked, regular hours, overtime and double-time hours, special groups overtime, annual bonus, time off and vacation pay accrual, pay increases, new hires, terminations, and ROEs.
Managed the HRIS and Payroll information and policy settings for 117 employees across 4 locations in British Columbia.
Hands-on human resources professional with an analytical mind and desire for continuous improvement in compensation structures and processes. Experienced with supporting business units in achieving operational excellence through the delivery of total rewards initiatives. Seeking a position that aligns with my experience and expertise.
Work in Canada
Expected Base Salary
**,000 CAD / year
Total Professional Experience
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