Who is a Compensation Specialist?

The Compensation Specialist contributes to the development and maintenance of Compensation Programs within GoodLife, Fit4Less, canfitpro and GoodLife Kids Foundation as a subject matter expert in the design, evaluation and analysis of jobs, market pricing, salary structures, and base and variable pay programs.

The focus of this role is on job analysis, evaluation, and classification to ensure internal equity, and external salary survey participation, benchmarking, analysis of results and reporting to gage market competitiveness and inform decisions on the design and /or modifications to compensation structures, processes and policies necessary to ensure ongoing alignment with the organization’s Compensation Philosophy and guiding principles.

This role also supports the ongoing effectiveness of the compensation framework by providing unambiguous guidance and explanation to Leaders and other invested parties thereby enhancing their understanding and ability to properly carry out their responsibilities with respect to compensation programs and processes.  

What will you be doing?

• Conducts equitable and consistent evaluation of new and existing jobs/positions using a point factor (Mercer International Position Evaluation - IPE) methodology in order to maintain the internal relative job worth hierarchy, Pay Equity practices, and wage band determination
• Guides Leaders on job design and aids in the identification of gaps and overlaps in positions within the organizational structure, to ensure job clarity that is documented in a standardized job profile template for use in job evaluation, recruitment, training, and development
• Reviews new/revised job profiles submitted by People Leaders; provides suggestions for improvements, and/or seeks clarification where necessary
• Identifies IPE reference jobs and analyzes comparable positions in the organization to support factor rating relativity
• Recommends compensation grade based on job evaluation results and supporting market analyses to Manager of Compensation for second level review, and communicates approved results to Leaders upon Compensation Committee approval
• Determines overtime exempt status based on job requirements and in accordance with Employment Standards Act policy and Interpretation Manual, by province of work if applicable, leveraging Legal for advice if needed
• Collaborates on the development, maintenance, and execution of the annual compensation cycle, compensation programs, policies, processes, and related communication materials, including base and variable pay, and annual wage, Off-Cycle, and promotional increases, and to help build and continuously improve the foundations of a strategic Total Rewards function
• Conducts comparative market reviews, including participation in external market pricing surveys, annual compensation planning surveys and analyses, and recommends adjustments to structures in alignment with the organization’s Compensation Philosophy and guiding principles
• Provides credible compensation advice, drawing on internal and competitive data to support recommendations
• Updates electronic records in Workday, IPE Software, and shared folders (Excel and Word documents), with all related data and information related to compensation and job evaluation processes such as position management, job evaluation tracking, benchmarks, survey data, job profiles, and titling to ensure that data is reliable and valid, and represents the official records for all jobs
• Coordinates Compensation Committee requests, assembles and provides supporting information to assist with decision making, communicates resolutions to leaders if requested, and documents all decisions
• Creates and distributes template of Associate and position hierarchy related data changes to parties responsible actioning in Workday, or who need to be informed (e.g. Communications)  
• Collaborates with other user groups on building and updating process flows related to job evaluation, and compensation in the Workday HRIS 
• Develops and maintains work-related documentation and instructions
• Runs ad-hoc and regularly scheduled queries and reports in order to ensure data accuracy and reconciliation of job, and position hierarchy, as compared to Associate records

Do you have what it takes?

• Post-secondary degree or diploma in business, human resources or related field
• 5 years of experience directly related to compensation analysis and job evaluation including 3 years using a point factor system
• Experience using Human Resources Information System (HRIS) or large database housing employee data, including running reports and queries
• Proficient in the use of Excel to support analysis of large data sets, data reconciliation, etc. (e.g., formulas, VLOOKUP, pivot tables
• Previous experience participating in external scheduled and/or ad hoc market surveys involving job matching, re-matching, and analysis of results
• Knowledge of salary structures, job evaluation methodology, compensation surveys
• Current knowledge of legislative requirements/changes including Pay Equity, minimum wage rates

What's in it for you

• Ongoing training and development to ensure a long and successful career path
• Career advancement opportunities
• Competitive Total Rewards Package
• FREE Fitness membership
• Fun and energetic atmosphere to come to every day!

Diversity and Inclusion

At GoodLife Fitness, we are committed to fostering an inclusive, accessible environment, where all employees and members feel valued, respected and supported. We are dedicated to building a workforce that reflects the diversity of our customers and communities in which we live and serve. We are committed to meeting the accessibility needs of persons with disabilities in a manner that respects their dignity and that is equitable. If you require an accommodation for the recruitment/interview process (including alternate formats of materials, accessible meeting rooms or other accommodation), please let us know and we will work with you to meet your needs.


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